Motivating managers

Constructive Feedback

Have you ever given critiques to a co-worker, employee or loved one that was not well received?

Or have you wanted to give constructive criticism on something, but held back because you were unsure how to put your ideas across?

Here are some tips that might help you –

  1. Feedback sandwich – start with a positive, something that is a strength, then move on to an area to develop and finish with a strength or positive
  2. Focus on the situation, not the person – if you make it personal the other person is likely to become defensive and not hear you or become aggressive or upset
  3. Be specific not vague – drill down to the area for development, as an example don’t say improve communication, be specific is it written email communication or face to face, non-verbal such as body language
  4. Concentrate on actionable areas for development – ‘I don’t like xyz…’ is not useful. If you are talking about non-verbal communication maybe the person crosses there arms when talking to people
  5. Give ideas on how to improve – support the person with factual solutions and actions that they can take
  6. Don’t make rash assumptions – talk things through with the person, be open and transparent. Assumptions that are wrong make you both look unprofessional and do not reflect well

If you want to improve your management skills TA Barker Associates have a training course for new and aspiring managers on 12th Sept 2019 – find out more Essential Management Skills – Sept 2019

4 thoughts on “Constructive Feedback”

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