REACT - The 5 Critical Elements of Effective Feedback

Data shows us that quality feedback, given regularly improves employee engagement, reduces attrition and builds high performing teams. 

• "Employees are 3.6 times more likely to strongly agree that they are motivated to do outstanding work when their manager provides daily (vs. annual) feedback." ~Forbes
• "Organizations with continuous performance processes are 39% better at attracting top talent, and 44% better at retaining talent." ~Betterworks
• "28% of employees report that feedback is not frequent enough to help them understand how to improve." ~Workleap

• Managers who focus on employee weaknesses have 45% engaged employees
• Managers who focus on employee strengths have 61% engaged employees

So why do we shy away from delivering feedback if it is so important? Because the complexity of delivering feedback arises from the delicate balance between nurturing growth and the fear of potentially unsettling the dynamics, often leading to the challenge of finding the right words. Improving your feedback delivery starts by understanding 5 critical feedback ingredients so that you can deliver feedback that builds culture and drives results.

Respect

Psychologically Safe and delivered in a manner and location that is conducive to meeting the emotional needs of the recipient (e.g. not with implied threat and not in the hallway or in the middle of an open office environment). Ask permission before delivering feedback to ensure the recipient is in a head space to receive the feedback whether it is positive or negative. 

Empathetic 

Effective feedback requires empathy and understanding. Put yourself in the team member's shoes and try to understand their perspective and feelings. Practice active listening by giving the recipient your full attention and acknowledging their perspective. Create an open space for the recipient to respond, ask questions, or seek clarification. Be mindful of tone, delivering feedback in a calm, respectful, and non-confrontational tone. Pay attention to your non-verbal cues, such as body language and facial expressions, to ensure they convey a supportive and empathetic attitude.

Actionable

Based on clear, observable, accurate, and credible information that leverage clear descriptive language. A simple, “good job” is not sufficient. Based on the feedback and the conversation that follows it, it should be clear what the individual should do next to stay on course or improve performance. Choose specific areas that are most important to the growth of the individual and their performance. Avoid providing too much feedback to action on at once.

Constructive

Feedback should be focused on helping the team member to improve their performance, rather than simply criticizing or reprimanding them. Great feedback sets actionable goals and identifies resources, training, or mentoring opportunities to help individuals succeed in implementing the feedback.

Timely

Great feedback is delivered in a timeframe that both the deliverer of the feedback and the recipient can remember the situation and have a quality discussion about what happened. At the end of the feedback conversation, discuss what follow-ups and checks will be most supportive and constructive for them so as not to micromanage while also not leaving them on their own without support.

Way Forward: Evaluate Your Feedback Delivery

• What steps am I taking to ensure psychological safety for each team member when I am delivering feedback to them?
• What am I doing daily to cultivate empathy as a leader?
• When I give feedback, what % of the time is it actioned on?
• In the last month, what are times that my feedback wasn't timely? What steps can I improve going forward?

Still feeling challenged to deliver effective feedback