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Note of training - Constructive feedback

How can we create good feedback without hurting our team members or our interlocutors?

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<a href="https://unsplash.com/photos/a-man-and-a-woman-sitting-at-a-desk-fwgiihK3_A8">Unsplash Centre for Ageing Better</a>
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Note of training - Constructive feedback

In teamwork, one can be good at a part yet not good at another. There are always rooms for improvement for everyone in the team.

Feedback is a great tool for every kind of work that we can make it the input for a person to improve, thrive, and grow. But how can we create good feedback without hurting our team members or our interlocutors?

Here is the note of training I participated to learn about the good feedback or constructive feedback.

Concept of “feedback”

In general, feedback is a kind of reaction to an action of a person. While a feedback in communication meanings is a concious and powerful response towards words, phrases, behaviors, and actions of the person.

Criticism ≠ Feedback

  • Criticism intends to judge a person, tell how bad they are and usually related to the past of a person that one can’t do anything about it
  • Feedback provides a corrective, balanced information, helping a person to change their behavior in the future, as well as encouraging them and related to both the past and the future. A person can change their behavior in the future with the feedback received.

Goals of constructive feedback

  • Deliver how a behavior is perceived.
  • Encourage to consciously compare between intentions and effects.
  • Suggest an acceptable alternative behavior.
  • Motivate to change behavior.
  • Increase self-esteem and confidence.

Basic rules of constructive feedback

  • How to provide feedback
    • Ask the person first if they want to receive feedback.
    • Use I-message (e.g. “I feel that…”)
    • Praise more than criticize.
    • Clear and sincere.
  • How to receive feedback
    • Don’t reply immediately.
    • Thank for the feedback.
    • KSS (Keep-Stop-StaRt) framework:
      • What to keep doing
      • What to stop doing
      • What to start doing

Model of providing constructive feedback

  1. Sandwich rule (+/-/+)
    • Start with what was good.
    • Proceed with the specific behavior to be changed.
    • End with another positive aspect.
  2. Russian sandwich rule (+++/-)
    • Start with what was good, as much positive and many as you can.
    • End with the specific behavior to be changed.

And after providing constructive feedback, following up is important to see if the person has changed their behavior or not.

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