Unfortunately, most people struggle with giving feedback. Sometimes we don’t feel like we have anything useful to say (or) if we do have a critical thought, we stay silent because we worry about other’s feelings. When something isn’t broken, we accept that it is good enough, so why say more ? And when we do give feedback, we put ourselves at risk because it can be perceived as “too vague to be helpful”. For a leader, giving feedback both when things are going well and when they aren’t is one of the most fundamental aspects of the job role. Mastering this skill means that you can knock down two of the biggest barriers preventing your reports from doing great work – unclear expectations and inadequate skills – so that they know exactly where to aim and how to hit the target.

What does great feedback look like ?

Think of the best feedback you’ve ever received. Why was it so meaningful to you ? I bet that the reason you remember it is because the feedback inspired you to change your behaviour, which resulted in your life getting better.

Few common ways to inspire a change in behaviour :

  • Set clear expectations at the beginning
  • Give task specific feedback as frequently as you can
  • Share behavioral feedback thoughtfully & regularly
  • Collect 360- degree feedback for maximum objectivity

I would insist you to give a deep thought if you are giving feedback in appropriate way – it could be to your peer, to your team member, to your boss, to your friend or a family member. Following right process is very important at each level. You can either make a person better or demotivate him/her a lot through your way. We all need to work together in a way with an intent to grow each other, encourage each other. Life has been really tough for many especially during this fight of Covid 19, let us collaborate more, encourage more, work more to get back to normalcy.

Wish you all a great weekend.

Published by ashwinpershad

An IT professional by chance, an aspiring Entrepreneur by choice . Currently based in Taiwan !

2 thoughts on “Blog 15 : THE ART OF FEEDBACK.

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