Giving Feedback

1. Giving Feedback • The purpose of feedback is to be helpful • Feedback should include positive reinforcement of strengths • Do not avoid dealing with issues and poor performance • Describe actual behaviour, not the individual person, personality or attributes • Concentrate on areas the receiver can control and do something about • Be specific; use examples to illustrate and avoid generalisations

2. Giving Feedback • Pick an appropriate time and place • Start with the negative, include something interesting and end with a positive (NIP) – recognition is an essential motivator • Praise must be judicious, sincere and deserved • Explain how and why they have been successful from the organisation’s viewpoint • If 80% of work is good, spend 80% of time on this • Focus on fact and observation to back up any interpretation • Treat criticism as a comment on behaviour or results rather than a “character defect” or qualities • Focus on supporting and helping, not imposing and blaming • Most people welcome constructive criticism • Allow for feedback on the feedback • Remember to close the loop at next opportunity to reflect and review progress.