The main problem with “feedback”…
…is that it is called feedback.
Which means it can lead to the whole conversation focusing backwards. To what happened in the past.
But, as the old saying goes: the past is for reference, not residence.
So, yes, we should refer to it. But not reside in it.
Instead – and I know this sounds cheesy – we should think of the back as “feedforward”.
In other words, how can we improve things in the future?
This helps change feedback from being a backward-looking criticism, to be a forward-looking guide for improvement.
Here’s how to do feedforward (= feedback) well:
#1 Start well
Introduce it in the right way. So not, with a deep sigh of disappointment and “I need to give you some feedback” – that just puts people on the defensive. And definitely not “I’m not angry, just disappointed”.
Instead, say something more friendly and approachable – “Can I ask your advice about something?”, “I’d like to make this easier for us next time. Please can I ask you some questions?” – that sort of thing.
#2 Great middle
There’s lots of advice on how to give great feedback. But I quite like the 4Fs:
- Future – focus on improving things in the future, not criticising the past
- Factual – base everything on facts, not gut-feel or pre-conceptions
- Focused – give clear examples. Don’t just say generic stuff – “my feedback is that your report was rubbish” etc. Instead, say things like “For instance”, and give clear examples of what didn’t work, and what you’d like instead
- Fair – be helpful and kind. We’re supposed to be improving things for everybody. Not making people feel worse. And remember to praise the good bits; don’t just harp-on about the bad
#3 End with actions
The only way to improve is if people take an action to improve.
So, end with actions.
Remember the Golden Rule Of Commitment – people are most committed to actions they – not you –come up with. So ask their opinion on how things can be better next time.
Talking of actions…
Action Point
The next time you’re giving feedback, remember “feedforward”. Use the above guidance – or something similar – to ensure your conversation ends with things getting better for the other person.
And, if you receive feedback from someone, remember the Fs above. For example, if you think some of their feedback wasn’t “focused” enough, ask them for specific examples. Or if you think it isn’t “future” enough, you can ask what they advise you do next time.