Question

List and explain with examples at least three rules for giving an effective feedback.

Answer 1

Effective feedback can be given using three rules

1. Feedback without any delay:

The most important thing to remember is when to give feedback. Feedback should be given as soon as the event or performance has occurred. This is because the individual receiving the feedback is still aware of what they did and can rectify them soon.

For example, if the feedback is given weeks after someone just performed a dance or submitted a report, it is too late to even recall what they actually did. The feedback is not going to help them improve much. But if you told them immediately what they could do to improve, then they can ensure they have rectified the mistakes on time and the feedback has been effective.

2. Giving specific feedback:

Feedback has to brief and clear to the individual receiving them. This should be done to avoid confusion since it leaves the individual plagued by what actually needs to be done to improve or get better. So every time, feedback is given, it is vital to ensure that it is specific to the individual at the receiving end.

For example, if you were to tell a content writer that the article written by them has some errors and needs to be rectified. The writer is going to wonder what the errors are, as you have not been specific and might not be able to make the necessary changes. However, if you point out the errors specifically, the feedback is effective and going to help the writer make the required changes.

3. When giving feedback, criticize the behavior of the individual rather than the individual:

Very often while giving feedback, people tend to attack the individual instead of pointing out only the behavior that was not acceptable or according to the norms. In doing this, the individual is not going to feel like he/she has to improve, but be affected by the rude behavior and not take the feedback positively. Therefore, when giving feedback only attack the behavior of the person.

For example, one of your team members has arrived late to a meeting and you lash out at him calling him names and labeling him as useless. this is an attack on the individual.

Instead, find out why the person arrived late many times during the week and explain to him why it is important to not miss the start of the meeting. It is also vital to show them how important their presence is to the meeting. Here you are only attacking the behavior and not the individual. The feedback in this case is effective to the individual.