How to Deliver Successful Feedback in Three Steps
What do you associate with the word “feedback”? It has been noted that this was originally an engineering term referring to the operation of returning output (result) to the input (cause). People sometimes explain it using the example of a thermostat. A thermostat is a device to regulate temperature. The mechanism is the switch that goes on or off (input) at a certain temperature (output). This idea has spread to Pedagogy, Psychology, and Business Administration, among others. In the human resource development field, it is known as a process of offering information for connecting to one’s self-examination, and leading to a new behavior by informing how one’s conduct affects others in human relations. Informing an employee in regards to their personnel evaluation is also sometimes called “feedback”.
Improving feedback delivery skills
In Japan, many training programs implementing elements for improving feedback skills are practiced. Skillfully-delivered feedback leads to the creation of a relationship of mutual trust and, thus, the generation of a mature group organization. Another reason solid feedback skills are essential is that, when introducing a change or a new approach (innovation), well-delivered feedback aids the process of learning a new behavior while encouraging a change in certain undesirable or unproductive behavior. What happens when feedback is not delivered skillfully? The relationship of mutual trust breaks down and problems arise, because the feedback would not be helpful for individual growth nor lead to behavior modifications. I have experienced this while intending to give innovation feedback successfully, as the receiving side gradually began tuning me out the more forceful I became. Below is a sample conversation:
- Me: “What were you thinking!?”
- A: “What do you mean?”
- Me: “It’s supposed to be done this way."
- A: “Oh, I did not know that.”
- Me: “I told you how to do it already!”
- A: “…..”
- Me: “That’s not a good way of doing it. You are not taking it seriously!"
This is the quickest way to ensure that your feedback is ignored.
Achieving feedback success
To be successful at delivering feedback, the following three points must be put into action:
- Focus on conduct and its effect and results, not evaluating good or bad based on your value judgment. “What conduct (process) brought this result?”
- Use the subject “I” when remarking. Using this approach, “You are this” becomes “I think this conduct looks like this.”
- Bear in mind, feedback is given in order to encourage behavioral modification, not to blame the other party. It is an expression of concern and love and should be delivered as such.
Successful innovation feedback delivery is a process
There is more to giving innovation feedback successfully than just these three points, but they are a good place to start. You can then personalize your methods according to you and your employees' needs. If things don't go well, you can always revise the content and method with which you deliver feedback in the future.
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