There are instances when you genuinely want to help a person improve or give suggestions for his/her betterment while there are also times when you simply need to evaluate a person’s performance in an organizational set-up. However, very often you find that, instead of being taken in a positive light your feedback is either ignored altogether or not well received, making the target person rather angry or defensive. This could be because you have not yet realized that giving constructive feedback is an art which needs to be mastered.
Feedback forms an important part of communication process and serves to convey how a person is functioning or how his or her behavior is affecting us and others around him or her. This feedback can be positive or negative.
Positive feedback is generally used to point out to the person, what he/she has been doing right and encourage the person to continue with the behavior. Whereas, negative feedback is used to point out the shortcomings and bring about an improvement in that person’s behavior. Positive feedback is much easier to give, as it is readily accepted by the receiver; however, giving negative feedback requires special skills, so that the receiver doesn’t get defensive and remains open to your criticism or suggestions. Negative feedback should be helpful and so, merely pointing out the faults should not be the sole purpose of this feedback. We must bear in mind that the purpose of this feedback is much more crucial, that is, to help the receiver be better than before and make him/her work on his/her shortcomings. Therefore, we choose the word constructive feedback.
Having the ability to give constructive feedback can help managers enhance their team performance or can help teachers mold the behavior of their students. This skill can also come in handy in personal relationships where you want your spouse, children, friend, or loved ones, to correct a few things in order to be a better version of themselves. After all, we all have some weaknesses and shortcomings, and constructive feedback, if given carefully, can be of great help in overcoming those. Following are some tips to make your feedback more constructive, helpful and receiver-friendly:
1. Descriptive: Try to make your feedback as descriptive as possible. It should also be clear and specific about the behavior you want to encourage or change. Saying “you are not doing well” is not enough. It is too vague and leaves the person wondering about what needs to be done. Therefore, describe completely what the concerned person should do or improved.
2. Appropriate time: Make sure you give your feedback at the earliest and at the most appropriate time. If you take too long to give your feedback, you may forget about the specifics of the situation and behavior and it is likely that the receiver too does not remember the situation. Moreover, taking too long to give feedback may give a wrong impression to the receiver that what he or she has been doing is acceptable, and then, when you finally give your feedback, he or she may not be as open to it.
3. Constructive ideas: Especially when feedback is negative, it is important to include constructive ideas about how to improve. Offer assistance in the process of improvement and betterment. Saying “your performance was terrible” connotes that the person already knows for sure what went wrong and how to correct it, whereas in reality, this might not be the case. Hence, for a constructive feedback, it is important that the person giving the feedback must also help the receiver in finding the solution.
4. Consistency: Be consistent with giving constructive feedback. Especially in the professional world, consistency in giving feedback has been found to be much more effective and credible. Make it a part of your regular interaction with your juniors and co-workers for maximum impact.
5. Don’t get personal: While giving negative feedback, never get personal and do not target the person. Rather, focus on the behavior or action that needs to be changed. Never criticize the person or make personal attacks. For example, while judging your friend’s singing skills, commenting upon his pitch, notes and song choice etc, can help him improve his performance as a singer, but telling that he has a bad voice quality is something that is not much helpful because, he can’t change his voice. Here, the former makes your criticism constructive, while the latter may just hurt the person and make him feel bad.
6. Never demean: Never use negative feedback as a tool to demean the other person. Never bring your personal agenda to the equation and refrain from using negative feedback as a means to make the other person feel inferior or to take revenge.
7. Positive feedback: Don’t use feedback for pointing out only the faults or shortcomings of a person. Instead focus on giving positive feedback as well. Point out the strengths of the person and appreciate his or her positives as well. Some people think that feedback is just to point out the negatives, but the fact is that a balanced feedback that focuses on positives as well as on negatives is much more readily accepted and considered credible.
8. Purpose: Never forget that the purpose of a feedback is to bring change and improvement and not to hurt the feelings of the person.
9. Listen: While giving your feedback, make sure you give the person a chance to respond too. Do listen to his or her viewpoint and interpretations patiently, and give them a chance to defend their view.