- Timely. Give feedback as close to the event as possible, but choose the right time: when the person is likely to be receptive.
- Behaviours. Have specific examples of behaviours, not traits or emotions. It’s possible to objectively observe behaviour. Describe the impact of behaviours.
- Actionable and future-focused (we can change the future, but we can’t change the past). Make specific requests for behaviour changes, or ask questions about current behaviour. Highlight successful behaviours and techniques.
- Relevant. Align the feedback with the goal / objective. What’s the problem that’s trying to be solved?
- Receive. Provide context for the feedback you’re asking for. Say what you want feedback on. Set expectations and boundaries. Explain what you’re trying to achieve.
- Reflect. Ask clarifying questions. Take notes so you remember what was said and why.
- Respond. Decide if you want to act on the feedback. You don’t have to decide immediately.
Four types of feedback
- Positive and expected: Something we already know we do well.
- Positive and unexpected: Something we don’t know we’re doing well.
- Negative and expected: Something we already know we could improve.
- Negative and unexpected: Something we didn’t know we could improve.