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Giving Feedback Guide

The document outlines effective strategies for giving positive and developmental feedback. Positive feedback focuses on recognizing and encouraging good performance, while developmental feedback aims to identify areas for improvement and suggest alternatives. Key tips include being specific, timely, and balancing both types of feedback to enhance performance and maintain self-esteem.

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capnjack69
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5 views3 pages

Giving Feedback Guide

The document outlines effective strategies for giving positive and developmental feedback. Positive feedback focuses on recognizing and encouraging good performance, while developmental feedback aims to identify areas for improvement and suggest alternatives. Key tips include being specific, timely, and balancing both types of feedback to enhance performance and maintain self-esteem.

Uploaded by

capnjack69
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd
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COMMUNICATING WITH IMPACT

Tips for Giving Feedback


Positive Feedback Developmental Feedback
Definition Telling people what they did well and why it was Letting people know when they could have done
effective. something more effectively, what they could have
done instead, and why the alternative would be
better.

Goal Encourage people to repeat good performance. Help the person or group:
ƒ See how to improve their performance so they
can meet their job goals.
ƒ Build on already strong performance so they can
perform even more effectively.

Memory Aid To give positive feedback that will be effective, Same as Positive Feedback, plus:
remember STAR, which reminds you to describe: Effective developmental feedback must include:
ƒ The Situation/Task (ST) the person or group ƒ An alternative Action—what the person might
handled, such as a problem, opportunity, special have said or done instead.
challenge, or routine task.
ƒ The expected enhanced Result—why the
ƒ The Action (A) the person or group took; what alternative action might be more effective.
they actually said or did.
ƒ The positive Result (R) of what they did and how
it is beneficial.

© Development Dimensions International, Inc., 2005. Permission is granted to photocopy this page for internal use only.
1
COMMUNICATING WITH IMPACT

Positive Feedback Developmental Feedback


Tips Make sure your comments are: Make sure your comments are:
ƒ Specific—Feedback must reflect what was ƒ Specific—When you specifically compare
accomplished in terms that are precise and current performance to goals, people can see
measurable. For example: clearly what adjustments they need to make to
− “You submitted the proposal a day ahead of ensure future success.
the due date.” ƒ Timely—You need to give developmental
− “As of last Friday, your sales were feedback as soon as possible because:
101 percent of your target for the quarter.” − When the details of performance are fresh,
− “Last week’s report shows you averaged 55 you’ll be able to explain exactly what the
calls a day.” person did that was less than effective.

ƒ Timely—Praise the person’s action (and positive − The person receiving the feedback probably
results) as soon as possible after it happens. The will remember what he or she did and why
these actions were less than effective.
details will be fresh in your mind, and your
comments will be most relevant to the work the − You’ll help people make adjustments before
person is doing. Also, timely feedback seems the they face similar situations.
most sincere, as if you were so impressed you ƒ Balanced—It’s important to balance
had to tell the person right away. developmental feedback with positive feedback
ƒ Balanced—Over time you should balance so you maintain a person’s self-esteem and
positive feedback with developmental feedback. openness to feedback. Even when someone
If all your feedback is positive, you’ll miss performed very poorly or made a major mistake,
opportunities to help people strive for higher it’s still possible to balance feedback—to find
goals. Also, people might question your sincerity something the person did well and provide this
if your feedback is nothing more than an endless feedback at the same time.
stream of positive comments.

© Development Dimensions International, Inc., 2005. Permission is granted to photocopy this page for internal use only.
2
COMMUNICATING WITH IMPACT

Positive or Developmental Feedback Developmental Feedback


More Tips for Specify what was said or done and why it was or was When offering developmental feedback, suggest
Positive or not effective. alternative actions the person can take.
Developmental
Feedback ƒ Specific positive feedback is sincere. It energizes ƒ By providing alternatives, you help the person
and encourages people. It also clarifies what know what to do with your feedback. You also
actions to repeat and when and why it’s important help him or her develop a plan to improve
to do so. performance.
ƒ Specific developmental feedback is hard to resist. ƒ If you explain why the alternatives should lead to
When you specifically compare current enhanced performance, the person will be
performance to goals, people can see what encouraged to carry out your suggestions.
adjustments they need to make in the future.
ƒ Your positive feedback will be more worthwhile
ƒ Give timely feedback. and sincere if you also take opportunities to
provide developmental feedback.
ƒ Provide feedback when the details of the person’s
or group’s performance are fresh in everyone’s
mind. You’ll both be able to discuss the situation
effectively by relying on the facts.
ƒ Your comments will be most relevant to the work
the person or group is currently doing. They will
be able to repeat effective actions for continued
success. Or they will be able to make
adjustments before facing similar situations.
ƒ Provide a balance of positive and developmental
feedback weighted more to positive than to
developmental feedback.

© Development Dimensions International, Inc., 2005. Permission is granted to photocopy this page for internal use only.
3

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