How to Give Great Feedback

How to Give Great Feedback
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"Yep, thought it was quite a good presentation. Could be better " &
"Stop saying so many er's... also dont go over the time limit". 

These were two real feedback examples from audience member during a coaching session last week at a client site.

Sadly, both examples belie the aim of delivering feedback which is to raise performance and be actionable.

In our last issue of Advance HR we discussed the benefits of feedback, obstacles to getting it and tips on establishing a feedback culture in the work environment. Click here if you missed this.

In this issue we are going to look at how to deliver feedback. There are a number of models out there e.g sandwich feedback model- Praise to Criticism to Praise.

We prefer to use the Keep/Start Model - more on this later...

Next time you are doing a performance review, letting someone know how a negotiation went or even providing thoughts on a presentation you may want to first think about these 3 rules for giving feedback effectively;

Rule 1: Be Specific+ Add Evidence

Why was it good? What did you see? Hear or Feel? 

Rule 2:  Keep it Positive

Avoid words such as "you", "stop" & "dont"

Rule 3: Ensure Learning

Make sure the receiver is writing down your key take-aways. Try to allow time in your discussion for this.

All of these 3 rules can be followed by using the Keeps (K) & Starts (S) model for feedback.

Keep: Your presentation was really easy to follow. You used a lot of oral signals and paused well after each point.

Starts: Think about your time to content ratio. In this presentation you used 10 slides when there was a time limit of only 6 minutes. I would suggest cutting out the two slides on safety and focusing more on sales performance which more directly linked to your presentation aim.

With the K & S structure in place, feedback becomes much more actionable, focused and positive.