Feedback Mistake #2 (part 2/3)

Feedback Mistake #2 (part 2/3)

One thing we’ll never tire of talking about is feedback. Because having a feedback-rich culture is one of the most important things you can do to create a more resilient and innovative business.

But giving feedback well isn’t easy. 

We tend to avoid, procrastinate, or sweep it under the rug until the problems become more pronounced.

But, the good news is that feedback is a skill and a muscle - and like any muscle, we can strengthen it. We just need the right form and plenty of practice.

We’re here to make sure you have the right form and technique! So without further ado, let’s get into the second most common mistake we spot “in the wild.”

Ready to hear mistake #2?

All too often, we are too vague or unspecific when we give feedback. We say things like, “you need to be more proactive” or “you need to work harder.” 

At best, these generalizations are vague and unhelpful. What do you mean I need to be proactive? How do I do that? When do you want me to take more initiative? 

And this happens just as often with positive feedback. We give shout outs, like “Great job in that meeting!” or “Keep up the great work!” 

These aren’t bad, per se, but they leave a lot up to interpretation and don’t give the other person any helpful information about what they did well. 

What can you do instead?

Get hyper specific on the exact actions or behaviors that you want to address.

Actions or behaviors should be something that you can objectively observe. Prepare to point to specific instances, and avoid generalizations or character judgements.

Ready to put it to practice?

Let’s keep going with our example of your team member “needing to be more proactive.” 

What are the things that the person is doing to make you believe they’re not proactive?

As you dig deeper, let's say you realize that the person often comes to you with problems, and you want to see them proactively problem solving. 

Bingo! That’s something objective that we can give feedback on. Here’s an example:

"I’ve noticed the last few times you’ve come to me for advice, you’ve presented a problem and asked what I think you should do. I’m happy to weigh in, but I’d love for you to be more proactive with presenting solutions. How about next time, when you’re facing a challenge, you share one or two possible solutions you'd recommend? Then we can dialogue them together. How does that sound?"

Can you see the difference? You’ve gone from a vague statement about “needing to be more proactive” to concrete feedback that the other person can run with.

Why does this work?

When you provide effective feedback, you’re helping the other person grow awareness of the impact of their actions and/or behaviors.

You’re partnering with them to support their growth and evolution in tangible, actionable ways.

When we know better, we do better.

So next time you go to give feedback, take a moment to check in and make sure it’s specific and actionable. And then go forth and uncover the magic of a great feedback conversation.

Got more questions or want to talk about how our team can help? Get in touch by emailing hello@conscious-culture.co.