Here is the TL;DL version for all you busy bees:
- Ditch the sandwich model and start building a feedback culture. It requires a long-term commitment and effort from everyone involved.
- Giving feedback can be tough, but it's all about the approach. Aim for a sweet spot in assertiveness and deliver feedback with empathy and respect.
- By learning and practising different feedback techniques, you can become more skilled in delivering feedback.
- Organisations should aim to give feedback all the time with low barriers and follow up on feedback to ensure that actions are taken, and development is measured.
- When giving feedback, don't forget about the positive! Acknowledging strengths and achievements can help to build confidence and motivation.
We need to talk about how to give feedback. And no, I'm not talking about those pesky Yelp reviews. I'm talking about the good old-fashioned feedback between colleagues in the workplace.
Now, you've probably heard of the sandwich or hamburger model of feedback. You know, the one where you start with a compliment, then give some criticism and end with another compliment.
Well, folks, I hate to break it to you, but that model is as outdated as a flip phone. It's time to ditch the sandwich and get real with your feedback.
The importance of feedback culture and how to build it
The truth is, sometimes people find receiving feedback hard because of their own insecurities – or because of the culture within the organisation. That's why building a feedback culture is so darn important. It's not about just building feedback walls; it's about creating an environment where feedback is welcome and encouraged.
So, what kind of culture is a feedback culture?
In a feedback culture, feedback is given freely, openly, and consistently. It enables an environment where employees feel valued, supported, and empowered to develop and grow. To build a feedback culture, the organisation should:
1. Make feedback a part of the culture: Giving feedback should be part of the company's values and encouraged at all levels.
2. Provide training: Employees should receive training on how to give feedback – but also how to receive it.
3. Provide tools: The organisation should provide tools and resources to support employees in giving and receiving feedback, such as coaching or mentoring.
4. Encourage feedback-seeking behaviour: Employees should be encouraged to seek feedback regularly and provide feedback to others.
Give negative feedback early and constructively
Giving feedback can be challenging. It's easy to procrastinate until you're so annoyed with the person that your feedback is emotionally loaded and destructive. Negative feedback can also be constructive when given correctly.
Next time you are giving feedback that is negative, approach it with empathy and respect, focusing on the behaviour, not the person. The goal should be to help the individual improve, not to criticise them.
Assertiveness stands for the ability to communicate effectively and confidently without being aggressive or passive. When giving feedback, aim to find the right balance of assertiveness; be direct and clear but also empathetic and respectful.
There are tools for this, hurray!
Aside from the traditional sandwich model of feedback, you can use many other techniques to give effective feedback.
One such technique is Nonviolent Communication (NVC), which emphasises empathy and compassionate communication. NVC involves four key steps: observation, feeling, need, and request. The idea is to observe the behaviour, identify how it made you feel, determine what need wasn't met, and then request how the behaviour could be changed.
Other techniques include the Situation-Behavior-Impact (SBI) model, which focuses on describing a specific situation, the behaviour observed, and its impact and Pendleton's Rules which involves mutual feedback (where the receiver also provides feedback to the giver).
By learning and implementing different feedback techniques, you can become a more effective communicator – and enable an open, honest, and supportive feedback culture.
Feel free to google these up, or get someone to facilitate a training about this!
Don’t forget the follow-up
While how to give feedback is vital, one should not forget the after-game. Is the feedback followed up? Are actions taken and development measured?
Feedback doesn't end with its delivery. After giving feedback, it is essential that you follow up, ensure that actions are taken, and measure development. This shows the other party that their development is critical. In addition, it reinforces your company's commitment to the employees.
Remember the positive!
Last but not least, remember the positive! People want to develop, but they want to feel appreciated, too. Don't be stingy with the compliments. Acknowledge the strengths and achievements of your colleagues, and watch them flourish!
In conclusion, enabling a feedback culture is vital for any company's growth and development. By building a culture of openness, trust, and support, employees will feel valued, motivated, and empowered to grow and develop.
Remember, feedback should be direct, honest, and delivered with empathy and respect. So, let's ditch the sandwich and start giving feedback like it's 2023 (because it is).
