How to Give Feedback Effectively Video

Presenter: Does the thought of giving feedback   make your heart sink?

Many managers dread it, so you're not alone. But giving effective feedback is vital for building team relationships, improving people's skills, and keeping them on track so that they hit their deadlines and their goals. If you do it well, giving feedback can lead to outstanding performance. So, let's explore how to give good feedback.

The purpose of feedback is to praise good work and encourage improvement if standards need to rise. Even if the feedback is negative, make sure your tone is positive.

Effective feedback is also timely. Don't wait a week before speaking to someone about their performance.

Be specific. Avoid generalizing, focus on single situations or behaviors, and always follow up on your feedback to make sure positive change lasts.

Effective feedback should only be about things you've observed for yourself. Don't give feedback based on hearsay or inference. For example...

[Cut to a manager and team member talking to each other in an office.]

Julia (the manager): You were a real mess in your presentation this morning. I've heard that you weren't great at getting organized. Do you think maybe this role is too much for you?

[Cut back to the presenter talking directly to the camera.]

Presenter: Instead, base your feedback only on things you've observed.

[Cut to a manager and team member talking to each other in an office.]

Julia (the manager): You seemed a little nervous in your presentation this morning. You didn't have the figures to hand and you struggled with a couple of straightforward questions.

[Cut back to the presenter talking directly to the camera.]

Presenter: One great way to give constructive feedback is by using a coaching tool like the GROW Model   . GROW stands for Goal, Reality, Options, and Will.

The Goal is the standard you want your team member to achieve.

Reality is the standard they're currently at. Ask your team member to describe their current reality. To improve, they need to know where they're starting from.

Options are the ways in which they might improve.

Will is the person's motivation and desire to succeed. Let's take a look at how you could use the GROW model to improve your feedback...

[Cut to a manager and team member talking to each other in an office.]

Julia (the manager): Okay. I wanted to talk to you about your presentations. You seemed a little bit nervous last time. How about you work more on better organizing your presentations? Does that sound like something you'd benefit from?

Max (the team member): Yeah, I think so.

Julia: Great. Okay. Well, let's say that by next month's project meeting you'll have done some work to better organize your presentation slides, deliver them with a bit more confidence, fewer pauses. How does that sound?

Max: That sounds doable.

Julia: Great. Okay. Well, what work are you gonna do to achieve this?

Max: I guess I'm quite nervous. I forget things. I could spend more time preparing, but we're all so busy.

Julia: Well, what could you do to build in some more prep time?

Max: I guess I could block out some time in the calendar.

Julia: Great. I can help you with that. And taking questions?

Max: Learn the presentation fully and make notes of possible questions that might be asked.

Julia: Good idea. And how are we gonna help keep you on track?

Max: Well, I think between now and the next meeting, we could set up some time to go over some action points.

Julia: Yeah, sure. Sounds good.

Max: And... practice?

Julia: Well, we could meet up to go over your updates a few days before you present, if you like?

Max: Yeah, that'd be great.

Julia: I'll schedule that meeting now.

[Cut back to the presenter talking directly to the camera.]

Presenter: Let's recap what we've learned.

Giving constructive feedback   doesn't have to be tough. It can and should be valuable and rewarding. Remember, you want your people to GROW, so make the goal clear, establish the current reality, discuss options, and help them build the will to succeed.