The ability to provide good feedback is essential for every leader. Whether the feedback is positive or negative, it is essential that you follow a number of best practices to ensure that the feedback is constructive for the individual receiving the feedback. While it is easier to provide positive feedback certainly, plan for positive feedback sessions just as you would a negative feedback session. This enables for providing information that is of value to the person receiving the feedback.
Consider these best practice steps:
- Be sure you are providing feedback in a timely manner; not months after the incident.
- Plan for the feedback session before you schedule the meeting. Consider what you will say – be specific and provide concrete examples.
- Schedule a convenient time to meet and meet in a quiet location where there will be no interruptions or distractions.
- Focus feedback on the behavior or action – not on the individual. Discuss the impact the behavior or action causes within the department, workgroup or team. Be nonjudgmental and stick to the facts.
- For cases of negative feedback, ensure understanding about the impact of the behavior or action and collaborate with the individual on how to correct the situation.
- Work with the individual to develop an action plan as well as “check in” points.