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    Harvard Business Review
    https://hbr.org › understanding-when-to-give-feedback

    Understanding When to Give Feedback - Harvard Business Review

    Are You Ready to give effective feedback?
    Now that you have these six tips for giving effective feedback, we believe you’re ready to go out there and have better conversations with your colleagues, managers, leaders, and direct reports. Although giving effective feedback may feel uncomfortable when it’s redirecting, the long-term benefits far outweigh the temporary discomfort.
    cultureamp.com
    How to Give Feedback Without Making Anyone Feel …

    Feedback is crucial not only for the group's success but also for personal growth. Great feedback can help people become even better at what they do. It can also foster greater trust and communication when these rules are followed. You can also think about these rules when you are on the receiving end of feedback.

    Verywell Mind

    So, what exactly do we mean when we talk about feedback? It can involve any situation where we make comments based on our direct observations. What separates feedback from criticism is that it is intended to help us learn and improve our performance.

    The type of feedback that we give often depends on our goals and the situation. Giving the wrong type of feedback at the wrong time can lead to misunderstandings, hurt feelings, or conflict.

    Whether you are giving quick, informal feedback to a friend or partner, formative feedback to a coworker, or formal feedback to an employee, you can follow these five rules for making your advice as effective as possible.

    Some common types of feedback that you might give include:

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    Generally speaking, there’s no universally agreed-upon set of rules for how and when to give feedback (although your workplace or organization might provide some specific guidelines to follow).

    Levin says that how people perceive your feedback depends on several factors, including how you speak, the communication channel you use, whether there is an audience, and the context. Whether or not the other person is open to hearing what you have to say is also a critical factor.

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    Positive Feedback Sounds Like...

    Positive feedback is often easier to deliver. After all, most people welcome some kind words and compliments on a job well done. For example, you might want to deliver positive feedback to an employee has shown consistently great performance. You might say something like, "I really appreciate that you took the initiative to finish the project in a timely manner. You're hard work and commitment definitely paid off!" In other cases, you might want to deliver feedback meant to positively reinforce a team member's progress. You might say, "I'm really impressed by how much improvement you've made over the past few months. Keep it up, and you're really going to continue to shine!"

    Negative Feedback Sounds Like...

    Negative feedback can be a bit more challenging. This is where skills like balancing constructive comments with encouragement can be useful.  When you need to call out shortcomings, you might say, "It's clear you put a lot of effort into the project, but a few areas need to be corrected. Let's talk about what we can do to help you make these improvements." Using "I feel" statements when delivering negative feedback can also be helpful. Instead of phrasing feedbac…

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    When You’re Giving Feedback

    Know Your Audience Levin suggests thinking about the person who will be receiving your feedback. For example, if they prefer one-on-one communication, they might feel embarrassed or defensive if you give your feedback during a team meeting. "Not only have you unintentionally made them feel this way, they may also be completely closed off to whatever feedback you provide as they may be so focused on how they feel rather than what you are saying," Levin says. Give Feedback Privately Try to give your feedback in a private setting. Even if your comments are balanced between constructive and positive statements, keeping this feedback private (or at least as private as possible) can help prevent feelings of embarrassment or defensiveness. Suggest Solutions Feedback should be more than a laundry list of problems. When there are shortcomings, try to be supportive and suggest solutions that can help the individual succeed in the future. Ask Questions That Encourage Reflection This approach can reinforce the positives while allowing the other person to think about improving things. You might ask the other person what they think went well and what they might do differently in the future.

    When You’re Receiving Feedback

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