How to give feedback.
To be able to give feedback,
It's important that you understand that
as a leader and manager,
it's your role to give the information to
people on how they can improve and be better.
Responsibility is difficult to
understand for most people.
As a leader and manager,
you can see and collect
information to make people better.
It's your job to share that with them.
They can then choose
what they want to do with that information,
with that feedback that you gave them,
they can decide to act on it or reject it.
It's in their control.
Remember the 50% rule?
You share the feedback,
which is in your 50%.
And then they have their 50% of
the interaction to accept or reject your feedback.
Yes, if they reject it,
there may be consequences like being
fired or warranting etc.
But keep in mind that they are always making choices.
Getting great feedback to people is really important.
You may need to tell people what
they did great and what they can improve.
Most people, they struggle telling people what they
should improve because telling
people what they did grades is easy.
You can say, oh, this is what I liked about your work.
But then saying things about the things that do the wrong
or they can improve and
that are a little bit more uncomfortable.
It's a skill that very few people
have when giving feedback.
There are third and things that you should keep in mind.
Number one, be precise.
Tell them exactly what you
liked and didn't like about the work.
Don't just tell them.
I like your work.
But you can say I like your work on Project Atlas.
More precisely.
I liked when you took charge,
when you completed the project on
time and the quality of the report.
You try to be precise.
It's really important when you are telling
people what they should improve.
If you tell them, you should improve
your work ethic versus
you should improve the way that you meet the deadlines.
The more precise you can be,
the better it will be so that people can make
the transformation and know
exactly what you are referring to.
Number one, be precise.
Number to be thankful for the great work, no matter what.
Start always with something that they did well.
You can say what I liked about your work is,
and you tell them precisely.
Then you show them where they can improve.
You can use the words what you can
improve versus what you did wrong.
If you use the word improve,
people can get the feedback and the word
itself shows that they can improve it.
If you use the word what you did wrong,
people can be blocked
and it's negative what you did wrong.
It's not something that helps you improve.
You can see here that if you
use the word what you can do better,
what you can improve easy,
then you be precise.
It has high chance of being accepted by the other person.
And most importantly, it can show
the other person that they can improve.
Number four, ask them what they think of the feedback.
You may gain some information
about you, about white happened,
about why they did that,
about why they were not able to perform.
You can also learn if
the person who agrees with you or not.
Because sometimes you may have misread the situation.
For example, the person didn't give their reporting time.
It was maybe because another colleague took more time to
complete their parts of
the work and that's why they're well eight.
It's not about telling the person that there should
be that there should give
the report on time and meet the deadlines.
But it's more about reminding
the other colleagues of their responsibilities.
You can see here, always ask
them what they think of the feedback so that you
can be sure that you read
the situation correctly and
to see what they think, what do you think?
What do they think about what you said?
Number Five, ask them
what they think they can do to improve it.
It's great to give feedback,
but then what are the action steps?
Ask them first and then with their input,
with what they say, you can give some guidance.
You can write down together
three action points that can work on.
If for example this say,
they say that in order to improve meeting deadlines,
they should, for example,
make a to-do list,
have an online calendar or whatever it is.
You come up with the actions together so that it
can show them action
points on how they can improve that behavior.
Number six, you can thank them for
the time and finish with what they did.
Well, you don't want to finish on negative feedback.
Remember you start with what the great?
Then you go with what they can improve.
You ask them the solution where they think about that.
And then you tell them
that you thank them for their work.
You wanted to start with
good things to show them where they can improve.
And then start again by reminding
them of the great things that you did.
It's important that when you are giving
feedback, you don't judge.
You show them respect and also your understand.
They are talking about uncomfortable things because
most people don't like talking
about the things that they have to improve.
So they are in a weak position.
So remember that be human, be gentle.
Understand that you have someone that is there
to improve end either in
an uncomfortable situation. So keep that in mind.