Dear Manager, Are You Giving Meaningful Feedback?
Did you know that the strongest driver of employee engagement is meaningful feedback on a weekly basis?* In addition, a recent Gallup survey revealed that only 26% of employees believe the feedback they receive actually improves their work. This suggests a gap between the intention and impact of feedback in most professional settings.
What often goes wrong? Managers often deliver feedback either too vaguely, making it unclear and ineffective, or too harshly, leading to defensiveness. Our natural tendency to perceive criticism as a threat can turn poorly given feedback into a negative experience.
But feedback doesn't have to be a daunting task. In this article, we’ll share four ingredients we learned from this TED talk for delivering feedback effectively:
Create a moment of buy-in: Begin with a simple, open-ended question that prepares the recipient for feedback. For example, ask, "Can we discuss our last meeting for a moment?" This question sets the stage for the conversation, making it clear that feedback is forthcoming while giving the other person a sense of control.
Offer Specific Observations: Provide concrete examples of the behavior you are addressing, steering clear of ambiguous or broad words and statements. Instead of saying, “You need to be more organized,” say, “I noticed the project report you submitted had several sections missing, which were crucial for our review.” This specificity helps the recipient understand exactly what behavior you are addressing, making the feedback actionable and clear.
Make An Impact Statement: Describe how the behavior affected you or the team. For instance, "I really liked how you added the anecdotes in the presentation, because it helped me grasp the concepts faster" provides clarity on the consequences of the action, linking the behavior to its impact.
Invite Collaboration: End the feedback with a question that invites discussion and problem-solving. Questions like, "What are your thoughts on this?" or "How do you think we can address this?" promote a collaborative approach, turning feedback into a constructive conversation.
Now that you know this, you can deliver feedback without any feeling of dread, and be sure that you’re igniting positive change.
Additionally, proactively seeking feedback yourself demonstrates a commitment to personal growth and continuous learning. Rather than waiting for feedback to be given, actively asking for it positions you as a learner and helps establish a culture of openness and improvement.
Here’s to you - utilizing effective feedback as an employee engagement tool, leading with better communication, and fostering stronger working relationships.
*Findings from a 2024 Gallup workplace study on the strengths, weaknesses and blind spots of managers.