“Negative feedback” is apparently something that nobody likes to give or receive (even I admit it), unlike constructive feedback that helps us to evolve and improve. So what is the difference between negative feedback and constructive feedback?

The challenge you face when giving someone this constructive and useful feedback is to speak in a way that allows them to hear and understand your message without requiring them to be defensive, resistant, or emotionally affected. by your words.

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Some people advocate a harsh, dry approach to giving feedback, as if you were tearing a plaster at once. This approach can be traumatic, however, as it hurts the caller and causes more avoidance and denial than anything else each time.

Other people, on the other hand, favor the “feedback sandwich”, an approach where you put the negative message between a positive message at the beginning and another positive message at the end of the conversation. This approach is like a kind of manipulation, where the interlocutors will hear more the positive feedbacks which start and end the exchange.

But for your part, if you’re really having trouble doing it, here are 7 tips that will help you improve the quality of your constructive feedback and increase the likelihood that it will produce the desired results.

1. Clarify your “coming”

When you give constructive feedback, your thoughts and attitude should reflect a positive, supportive and supportive atmosphere. Most people are painfully aware when they have had poor results. Approaching a person with an attitude of frustration or anger will therefore do more harm than good, both to the person and to the professional relationship. People instinctively shut themselves in when they are approached in a negative and emotional way. So clearly approach the conversation with a view to helping the person develop and improve. Your positive approach will set a positive tone for the rest of the conversation.

2. Identify the facts

In order to provide clear and useful information about his performance, you need to know exactly what happened and the consequences that followed his behavior. If you don’t have concrete examples of what she has done, it will be difficult for her to know what needs to be improved or changed. When your feedback is vague, you run the risk of speaking generally or with personal interpretations. And yet, nobody knows what to change or improve without detailed comments.

3. Help the person to move forward

When we give feedback, we tend to ask questions that force people to defend themselves, like, “Why did you do this? “. A much more effective approach is to ask thought-provoking questions and help the person move forward. Instead, ask, “What would you do differently next time to improve your results?” “. This question allows her to analyze what she has done, learn from results, and think about what she needs to change to improve them.

4. Build responsibility

The goal of a return is to establish a clear and precise plan to improve performance or change behavior. Having a clear plan before holding the conversation is a good start, but don’t be surprised if you learn something that will change your initial plan during the discussion. If the other party finds it difficult to create a plan that will improve their results, you may have to intervene and help them build the plan. In this case, be sure to explain why you are asking them to follow a particular course of action.

5. Don’t assume anything

We usually assume that we understand, or understand why someone behaved in a certain way. We also assume that once we have given clear instructions, the problem will not recur. Identify your own assumptions and challenge them yourself, or ask the person to ask a series of questions. Listen carefully to his answers, as they let you know whether or not you have been understood.

6. Assess the quality of your relationship

If the other party knows that you care about them, they will interpret what you say, taking into account the importance of your relationship. Everyone finds it gratifying to know that the people they work with appreciate the efforts they make. If the only time you spoke to someone was when they did something wrong, be sure it will all go wrong. Take the time to talk about the good things people do and praise them when they succeed. This will improve the quality of your relationship and increase their engagement for good results.

7. Express support

People want to know that they can count on you. They want to know that they can come to you when they have questions, challenges or are concerned. If you are easily accessible and continue to reinforce your desire to help them succeed, you will increase the degree of openness and collaboration to achieve the desired results.

Conclusion

As you can see, the purpose of feedback is to improve performance and achieve the desired results. As a leader, manager, you have to recognize that you have a huge impact on the way people perform. And no one can deny it: we all want to succeed in what we do, including the people you lead. So improve your ability to give constructive feedback, you will be surprised to get huge results!

Source : 7 Tips for Improving the Quality of Your Feedback