Giving and receiving feedback: 8 important do’s & don’ts — Business Management Daily: Free Reports on Human Resources, Employment Law, Office Management, Office Communication, Office Technology and Small Business Tax Business Management Daily
  • LinkedIn
  • YouTube
  • Twitter
  • Facebook
  • Google+

Giving and receiving feedback: 8 important do’s & don’ts

Get PDF file

by on
in Leaders & Managers,Leadership Skills,Performance Reviews

For some bosses, “Good work” or “That stunk” is all the feedback they offer employees in a day. But the employees crave a whole lot more.

Studies consistently show that bad relationships with bosses and the lack of consistent feedback can drive good workers away.

Feedback failures also lead to lawsuits. When employees don’t hear about their performance problems, they’re surprised when the ax falls.

Here are eight “do’s” and “don’ts” on giving and receiving feedback from ClearRock, an executive coaching firm:

  1. Don’t become judgmental, and don’t personalize feedback. Focus on the behavior that needs to be changed.
  2. Do start feedback with positive observations about the employee’s work performance before detailing areas that need improvement.
  3. Do limit feedback to areas the employee has the ability to change. Feedback that is irrelevant won’t be accepted and may even be detrimental.
  4. Don’t “over-dump” in one session. Feedback doesn’t need to be packaged up for formal meetings. Small, simple insights work better.
  5. Do use the word “I,” and not “we.” Take ownership of the feedback. Say “I observed you ...”
  6. Do give the recipient a chance to respond. Listen as openly as possible, even if all you expect to receive are rationalizations.
  7. Don’t get overly defensive when receiving feedback; keep it in perspective. “Feedback is meant as constructive information for one’s improvement, not as a judgment,” says ClearRock managing partner Greg Gostanian.
  8. Do provide your reaction when given the chance to respond. Don’t suffer in silence. But focus on the work-related reasoning in your comments without personalizing your reaction.  

Leave a Comment

Previous post:

Next post: