5 Top Tips to help Managers Deliver Feedback Effectively

Giving feedback is an important management skill and plays a significant role in supporting your team’s development and progress.  Giving positive feedback can feel straightforward, but it’s remembering to provide it consistently and regularly that’s key if it’s going to be valued by your team members.  Providing developmental feedback when things haven’t gone to plan or need to be improved can feel a bit trickier because we can’t be 100% sure how our message is going to land and that can make us anxious or put off having the conversation.

I’ve thought about this and as a result I’ve put together my 5 top tips to deliver feedback effectively.

  1. Mindset – get yourself into a positive mindset and think about how your feedback is going to benefit the other person. Don’t deliver feedback in the heat of the moment, yes it needs to be timely, but keep emotion in check and focus on the purpose and the impact of the feedback.
  2. Own the feedback – what do you really want to say? Don’t offload everything – think quantity and quality.  Why are you giving the feedback? What clear examples have you got that demonstrate this and will enable you to get your point across constructively?
  3. Self-assessment – involve the other person in the discussion as early as possible to gain their perspective on the situation. Try to hold back judgement when they are speaking and listen without interrupting.  Use a coaching approach to ask questions and explore options to put yourself in their shoes.
  4. Impact – be clear about the impact that the team member’s behaviour/actions have had on their work, their colleagues, you or anyone else influenced by the situation. People are more likely to make a change if they can see a reason for doing it.  Impact on others can be a powerful persuader.
  5. What’s next? – it would be easy to spend time discussing what happened and what went wrong, but what is most important with feedback is what happens next. Encourage a ‘solution-focused’ rather than ‘problem-focused’ mindset for both yourself and the team member receiving the feedback.  A plan of action that the team member has helped to shape is one that they are more likely to want to own and achieve.

There are many acronyms for giving feedback, but here’s one that you might find helpful and that fits with the top tips.

  • SBII – Situation, Behaviour, Impact, Involve (adapted from the SBI™ feedback tool developed by the Center for Creative Leadership)

https://www.mindtools.com/pages/article/situation-behavior-impact-feedback.htm

I hope you have found this blog useful. If you would like more advice with giving effective feedback you can contact us and one of the Aspire Development team members will be able to assist.

We can increase the capability and confidence of your managers – Sign up for FREE development now!

I'm Interested