Feedback vs. Complaint
I work with a lot of leaders/organizations in the social sector, and most of the works I do are backed (Websites, Designs, Videos, etc). Getting feedback from people and improving the output is an integral part of my work. I have seen people communicate feedback in different ways, some are proactive some or blunt and some don't even share any.
How the person feels after you give them feedback is very important, I would say it is your responsibility to make sure the other person understood & capable of processing the feedback.
A recent Gallup survey found that only 26 percent of employees strongly agree that the feedback they get actually improves their work.
Feedback and complaints are very different. Complaints point the finger. Feedback lends a hand. Complaints feel problem-oriented. Feedback feels solution-oriented. Complaints lead to fixes. Feedback leads to change.
Some pointers that will help you to give constructive feedback
- Check Your Motives: Before giving feedback, remind yourself why you are doing it.
- Be as specific as possible and provide concrete examples.
- Keep it timely, i.e. related to something recent. Bringing an incident from 6 months ago and using it as an example is not a good thing to do.
- Provide it privately, not in public. While public recognition is appreciated, public scrutiny is not. Establish a safe place to talk where you won’t be interrupted or overheard.
- Try not to exaggerate to make a point. Avoid words like “never”, “all,” and “always” because the person will likely get defensive. Always discuss the direct impact of the behavior and don’t get personal or seek to blame.
- Limit Your Focus: A feedback session should discuss no more than two issues. Any more than that and you risk the person feeling attacked and demoralized.
- Put yourself in their shoes: Think from the feedback receiver’s perspective. What pressures do they feel that might have driven their actions? Does your feedback help within that context? This mental practice isn’t done to change the content of your feedback, rather to change your tone from judgmental to supportive.
- Don’t walk too far in their shoes: Although you’ve put yourself in their shoes, don’t assume you have enough context to know what they should have done. Your assumptions will muddle your message. Do your best to avoid the words “should have” and “just.” Don’t say: “You should have…”
“Why didn’t you just…?” - Follow Up: The whole purpose of feedback is to improve performance. You need to measure whether or not that is happening and then make adjustments as you go. Be sure to document your conversations and discuss what is working and what needs to be modified.
Post read activity
Take a few minutes to think about any 3 feedbacks you have given in the past week. Reflect on whether it was constructive or it was more like a complaint. Think about how it can be improved (the above points might be helpful)and practice for a week. Do discuss with your peers to get more accurate feedback on how you give feedback.
