Give Great Feedback: An 11-Step Primer
12:00 15 May in News & Talk
Star employees aren’t born. They’re made by the feedback they get from bosses and colleagues.
What You Want to Do
- Give feedback as quickly as possible. If someone does something great; tell them right away.
- Go public with positive feedback. Praise in public is worth more than praise in private.
- Be specific. “Good job” tells your best manager nothing. “I really liked the accuracy of your report,” tells her what she should keep paying attention to.
- Ask questions about what made a meeting, survey, interview or sales call so effective. Asking questions is a terrifc way to pay a compliment; it shows you know you can learn from someone else and value that person’s perspective.
- Inquire about other peoples’ contributions. Who else worked on the project? This gives the obvious author a chance to share credit and identifies other high achievers you want to notice.
- Monitor improvement and progress. If a group or team is getting a lot better at something, say so. Everyone likes to feel that they are making headway so ask yourself; what are these people doing better now that they didn’t do a couple of months ago?
What You Don’t Want to Do
- Overdo your praise. Make it meaningful, not routine.
- Embarass. Keep negative feedback private and use it sparingly, when it really counts.
- Fudge. Be very detailed and suggest remedies so that you don’t inspire hopelessness.
- Get stuck in the past. Suggestions for doing better next time are more motivating than rehashing past events that can’t be changed.
- Above all: remember what it was like when you weren’t the boss. What made you want to strive for improvement? Whether it was a good experience or a bad one, use it–only to do it better for others.