Effective feedback is specific, actionable, timely, and objective, focusing on observable behaviors rather than personal traits to promote growth and improvement. It should be delivered in a private, supportive environment, fostering a two-way conversation rather than a one-way lecture. Using models like Situation-Behavior-Impact (SBI) can provide a clear structure for giving feedback, ensuring the recipient understands the specific context, their actions, and the consequences.  

Key Characteristics of Effective Feedback
    • Specific and Observable: 
      Focus on behaviors and actions, not personality traits. Instead of saying “You’re disorganized,” say “In the last meeting, the materials were not distributed in advance, which caused confusion”. 

  • Actionable: 
    Provide clear suggestions for future actions, helping the recipient understand what to do differently. 

  • Timely: 
    Deliver feedback as soon as possible after the event to maximize its impact and relevance. 

  • Objective: 
    Present facts and observable details without judgment or emotional language. 

  • Constructive: 
    Aim to develop the individual, providing information and suggestions that contribute to desired outcomes. 

  • Goal-Referenced: 
    Connect feedback to clear goals, expectations, and desired progress. 

  • Two-Way Conversation: 
    Create an opportunity for the recipient to ask questions, share their perspective, and engage in a dialogue. 
Tips for Giving Effective Feedback
  • Ask Permission: 
    Before sharing feedback, ask if the person is open to receiving it to show respect for their readiness to listen and engage. 

  • Use a Model: 
    Employ the Situation-Behavior-Impact (SBI) model to structure your feedback. Briefly describe the situation, the specific behavior you observed, and its impact on you or others. 

  • Focus on Actions, Not Personality: 
    Critique the behavior, not the person’s character. 

  • Be Private: 
    Deliver negative or corrective feedback in private to avoid public criticism and protect the recipient’s dignity. 

  • Be Prepared: 
    Organize your thoughts and gather specific examples to support your feedback. 

  • Follow Up: 
    Continue the conversation by checking in on progress and
What to Avoid
  • The “Feedback Sandwich”: 
    Don’t dilute the impact of critical feedback by burying it between two positive comments. 

  • Vague Statements: 
    Avoid general comments like “good job” or “you need to improve” because they offer no concrete direction. 

  • Public Criticism: 
    Never criticize or give corrective feedback in front of others. 

  • Unsolicited Advice: 
    When possible, offer feedback that has been requested, as it is more likely to be received openly. 

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