In discussions about the challenges of giving feedback, a strong-minded person will often state in a smug kind of way: ‘Well I have no problem giving negative feedback!’
And they’re right in one sense – most people do have a problem giving negative feedback and therefore avoid giving it. So one up to the strong-minded. There is however a difference between giving negative feedback and doing so effectively.
The reason for giving feedback is to create positive change in future behaviour – the feedback only has ‘no problem’ when the recipient has changed their behaviour in a positive direction. If the person on the receiving end feels bruised and battered or unfairly treated, the impact may be worse than no feedback at all.
So when you are giving feedback, focus on the future change required, rather than it becoming an argument about who did what and when. Negative feedback should cause a positive adjustment in behaviour, not just provide an opportunity to let off steam. The Top Ten Checklist for Giving Feedback provides some handy tips – ten of them in fact!
Remember successful feedback is about what happens in the targeted change, not just what leaves your bow.
will be back read it, Thank