In our last blog post, we explored how individuals can effectively handle feedback and criticism, turning it into an opportunity for growth.
But feedback is a two-way street, and as managers and leaders, how you deliver feedback is just as crucial to fostering success.
Constructive, well-delivered feedback can enhance performance, improve project outcomes, and strengthen your working relationships.
Here’s how to give feedback that’s clear, actionable, and beneficial for both you and your employees.
How to Deliver Feedback That Drives Results
Be Clear and Specific
Vague feedback leads to confusion. Rather than general comments like, “You need to improve,” provide clear, actionable points.
For example, if a project deliverable didn’t meet your expectations, explain what specifically was lacking—whether it’s the timeline, quality, or communication. The more specific your feedback, the easier it is for the individual to understand where they need to improve.
Focus on Behavior, Not the Person
Feedback should target actions or results, not personal characteristics. Avoid making it about the individual and instead focus on the behaviors or outcomes that need adjustment. This helps create a more productive conversation.
Instead of saying, “You’re not being thorough,” try something like, “I noticed some details were missing in the last report. Let’s work on enhancing the thoroughness moving forward.”
Offer Feedback Promptly
Timely feedback is more effective than waiting until an annual review or after a project concludes. The sooner feedback is provided, the more relevant it will feel, and the quicker the necessary adjustments can be made.
Try to give feedback as close to the event or situation as possible, while the details are still fresh and actionable.
Create a Dialogue
Feedback should be a two-way conversation. Encourage your team member to share their perspective, ask clarifying questions, or offer input on how they can improve.
A collaborative approach ensures that feedback isn’t just handed down but is part of an open and productive discussion. This type of dialogue fosters trust and leads to better long-term outcomes.
Highlight Achievements and Strengths
While constructive feedback is necessary, make sure to also highlight what’s going well. Recognizing achievements and strengths can make receiving criticism easier and ensures your employee knows their efforts are appreciated.
A balanced approach helps maintain morale and encourages continuous improvement.
Provide Actionable Steps
Feedback without a clear path forward is unlikely to lead to improvement. After discussing areas for growth, offer concrete suggestions for how your team member can address those issues.
Whether it’s refining a process, improving communication, or meeting specific deadlines, providing a roadmap for improvement makes it easier to take meaningful action.
Remember, feedback shouldn’t be a one-time event; check in periodically to see how things are progressing. This not only shows you’re invested in your team member’s growth but also reinforces a healthy feedback culture, emphasizing accountability and continuous improvement.
