The Art of Giving Constructive Feedback: Dos and Don'ts

As a manager, colleague, or friend, you likely found yourself in a situation where giving feedback is necessary. Feedback is an essential tool to help people grow and improve, but when it’s not communicated the right way, it can cause tension and disappointment.

Here are some dos and don’ts of giving constructive feedback that can help you communicate and deliver your message effectively.

Do: Come from a Place of Positivity

When giving feedback, it’s essential to come from a place of positivity. People tend to be more receptive to feedback when they know it’s coming from someone who cares about them and their success. Starting with a compliment or some positive feedback can help you establish that connection.

For example, instead of saying, “You need to work on your time management skills,” try saying, “You have great attention to detail, and I would love to see you apply that to your time management skills as well.”

Don’t: Make it Personal

It’s crucial that you keep the feedback focused on the behavior or action and not the person. Making it personal can be demotivating and cause people to feel attacked.

For instance, instead of saying, “You are always late to meetings,” try saying, “I noticed you were late to the last two meetings, are there any issues that are causing that?”

Do: Be Specific and Objective

When giving feedback, it’s essential to be specific about what you’re addressing. The more specific you are, the easier it is for people to understand what they need to do to improve. Besides, it’s also essential to make sure your feedback is objective and factual, not based on your personal opinion or assumptions.

For instance, instead of saying, “Your presentation last week was terrible,” try saying, “During your presentation last week, you seemed to lack structure and coherence.”

Don’t: Use Absolutes or Generalizations

Telling people they “always” or “never” do something is not only inaccurate but can also be discouraging. Additionally, generalizations can make people feel like you’re not taking the time to understand their perspective.

For instance, instead of saying, “You always forget to proofread your work,” try saying, “I noticed a few errors in your work. Did you have enough time to proofread it?”

Do: Listen and Encourage a Dialogue

Feedback is a two-way street. It’s important to encourage a dialogue and listen to the other person’s perspective. People are more likely to feel invested in the feedback if they are part of the conversation.

For instance, after giving constructive feedback, ask questions like, “What do you think about what I shared?” “Is there anything I can do to help you succeed?” By doing this, you are showing that you value their input and are committed to helping them grow.

Don’t: Overwhelm with Feedback

It can be tempting to give someone all the feedback at once. However, overloading someone with feedback can be counterproductive, and they may not retain everything you shared. Instead, try to focus on one or two critical areas that need improvement.

For instance, instead of sharing multiple areas for improvement, focus on one area, and then follow up after some time to assess if there is any improvement.

Conclusion

Giving constructive feedback is a crucial part of helping people grow and improve. However, it’s essential to do it the right way while keeping in mind that delivering feedback is an art that requires practice and sensitivity.

Remember, come from a positive place, be specific and objective, focus on behavior, listen, and encourage dialogue, avoid generalizations, and don’t overwhelm with feedback. With these dos and don’ts in mind, you can provide constructive feedback that is more likely to be received positively, viewed as a tool for growth, and ultimately, beneficial.