5 Tips For Constructive Feedback

If you’re anything like me, you started managing people in part because you want to make a difference in the world. You like to have an impact.

And maybe you had a boss who … well let’s say you’ll never be a boss like he or she was. You can do better than that. Much better.

So, you escaped the world of having to do what others tell you – well partly – and are now in the position to lead others. Now you’re thankful for this opportunity of getting a decent salary and have an impact at the same time. (Plus having the opportunity to build a great team and organization).

But with these opportunities also came a challenge.

You feel so blessed … that you tend to overlook that big challenge in your leadership:

Employees who drain you.

They exist. As one of my clients once said: “Your stress level goes up just by seeing those employees approaching your office.”

So, what do you do? You avoid. Then you start working on yourself.

Maybe if you engaged that person better. Maybe if you set better expectations. Maybe if you give them a chance to give honest and open feedback. And before you know you have set up a 360 review.

You’re proud that you have the courage to ask for feedback. You’re happy that you’ll learn about some of your undesirable leadership patterns.

Then the day comes that you get the 360 reviews back. Some observations are objective and helpful observations but some are …

non-constructive.

Almost cruel criticism.

And criticism you can’t do much with like: “It’s clear that you won’t work here long.”

What happens next? You start focusing on the negative comments.

You ask yourself, “Who wrote those things?” You start butchering the results. And even pins the negative feedback on the wrong person. As a secretary once told me:

“… and then two managers came together and start analyzing the results. Who could have said what? And the horrible thing was that they guessed wrong.”

So, what to do? No 360 reviews at all?

360 reviews can be helpful.

They’re helpful in an environment where people know how to give and receive constructive feedback.

Creating such an environment is not an overnight process. I support clients creating such an environment. They know that it takes time. They also know that the rewards will be huge.

Here are a few tips out of my “Feedback That Works”- program:

Tips On How to Give Constructive Feedback:

Tip 1. Intention

Constructive feedback starts with the intention to support someone’s growth. It’s about the other so that person can grow and become a better leader, manager, or co-worker.

Tip 2. Future focus

Constructive feedback has a future focus. For that reason, think feedforward. Create an environment in which suggestions and ideas for a person’s future actions are given.

Tips On How To Receive Useful Feedback:

Tip 3. Be Thankful.

Thank the person who gave feedback. That person had the courage to give you honest and constructive feedback.

Tip 4. Listen

Don’t forget that your main task while receiving feedback is listening, not defending.

Tip 5. Move on

Please don’t pin point or start focusing on the negative feedback afterwards. That’s a waste of your precious time and energy. Learn from the feedback; Ask yourself, “Is there one thing that you could do differently?” then focus on that.