The biggest challenge here is the perception of what feedback is and is not! (And avoiding the feedback sandwich like the plague!) Most managers understand the importance of feedback, but often hesitate because they’re not sure what response they’ll get from the individual.
The best advice I can offer in this short space is to consider your CONTEXT and PURPOSE!
💡 Set the context before you start the conversation to enable the other person to understand where the feedback is coming from.
💡 Be specific. Using vague language like ‘That was great’ or ‘You shouldn’t have done that,’ are not going to help anyone.
💡 Be very clear on WHAT you want to change or continue.
💡 Be very clear on WHY you want it to change or continue.
💡 Give feedback as soon as possible. (Don't wait for 121s)
💡 Where possible, allow the individual to voice their interpretation of what happened and why BEFORE you offer you're feedback.
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Learning doesn't just happen in a training session. It happens all around us! Follow my ramblings and continue to see the world in a different light!