Have you ever told your boss to ‘shove it’? 78% of respondents to our latest social media survey have!! From some of the comments from respondents it would appear that it’s not just bosses on the receiving end of this type of feedback. Some have told their colleagues, or their clients or their partners to ‘shove it’ too. Whilst the effectiveness of this feedback giving methodology was not canvased it is probably safe to say it wouldn’t have gone well!
The good news is there are many methods to delivering either positive or constructive feedback in a manner that will be received well. Happening People has detailed 5 of these methods below in our TOP 5 Methods to Delivering Quality Feedback:
1. Stop – Start – Do more of
This method of giving feedback works well if you know someone well and they like receiving direct feedback. For this method of giving feedback you offer observations on what the person could STOP doing, what they could START doing, and what they could DO MORE OF. You can also add a percentage weighting to each area to help the individual prioritise what they need to work on first.
2. The ‘R.I.G.H.T’ Way
This method helps to structure the most essential parts to giving feedback.
R – Respectful: Showing respect and people are more willing to listen to your feedback.
I – Issue Specific: Keep the feedback centred on the performance not the person.
G – Goal Orientated: The aim of constructive feedback is to improve performance; this is the goal to strive for when giving feedback. H – Helpful: Use a helpful tone, to further express your intention of helping through feedback.
T – Timely: Give feedback in a timely manner when you have a better chance of making an impact.
3. BOOST Model
This model is focused on keeping any negative feedback out of the feedback conversation.
B – Balanced: focus not only on areas for development, but also on strengths.
O – Observed: provide feedback based only upon behaviours that you have observed.
O – Objective: avoid judgements and relate your feedback to behaviours, not personality.
S – Specific: give specific examples of the observed behaviour.
T – Timely: give feedback soon after the activity to allow for the opportunity to reflect on the learning.
4. Medals, Missions, Clear Goals
This method of giving feedback has been proven to be very effective in environments where clear performance goals have been set up front.
Medals: Information is given to the learner to let them know what they have done well
Missions: Information is given to the learner on what they need to improve on, work on or correct.
Clear Goals: the medals and missions need to be given in relation to clear goals usually best given in advance.
This method is a quick and easy way to give feedback using three letters. This method can be used to deliver both positive and negative feedback.
E – Example: Give an example of the behaviour you have observed
E – Effect: Explain the effect it had – positive or negative
C – Change / Congratulate: List what you would hope they do in the future to change the behaviours or congratulate them if the feedback is positive.
Now it’s your turn!! We would love to hear from you…….
QUESTION: What method of feedback do you prefer to use?
Giving feedback can be tricky! Happening People are in the business of taking ‘tricky’ out of giving feedback. We have a range of leadership training programs that will address this issue in your workplace. Call Happening People on 1800 68 67 69 or go to www.happeningpeople.com