In this new article, let's explore a very important topic for you as a Manager: giving feedback.

Not an easy one, I know! Especially if small talk and personal conversations are not your strengths.

Let me give you some ideas on how to lessen that fear you might have to give feedback.

Let's start with the basics: when I talk about feedback, I mean constructive feedback as well as positive feedback.

Because yes! People also need to know when they get it right :)

Then, think about it: how is someone supposed to improve if they don't know what they could improve in the first place?

If the feedback comes from a place of honesty and care, it can only benefit the feedback recipient.

That is, if you deliver it right.

There are many ways to deliver feedback and many theories, but here I will give you some examples to consider so you can decide to try them out when you get the chance.

Here we go!

Scenario 1: Acknowledging good performance

Situation: A team member, Alex, has just completed a project ahead of schedule, which also exceeded expectations regarding quality and creativity.

What to say:"Alex, I want to commend you on your recent project. Not only did you finish it ahead of schedule, but the creativity and attention to detail truly set a new standard. It’s clear you’ve put a lot of effort into this, and it’s paid off. How can we apply your approach to other projects to benefit the whole team?"

Why It works: This feedback is specific, ties Alex's efforts to tangible outcomes, and encourages a discussion on replicating success, which leads to positive reinforcement and collaborative growth.

Scenario 2: Addressing areas for improvement

Situation: Another team member, Jamie, has been missing deadlines, affecting the team’s productivity.

What to say:"Jamie, I’ve noticed you’ve had some trouble hitting the last few deadlines. I want to help you manage your workload better. Can we discuss what might be causing these delays? Understanding more will help us find a solution together and ensure you have the support you need."

Why It works: This approach focuses on behavior (missing deadlines) rather than personal criticism, which can help reduce defensiveness. Offering support and collaboration to find a solution shows that the feedback is meant to be constructive.

As you can see, in both feedback deliveries, the feedback is focused on the behavior rather than the person, which is key and offers ways to discuss it forward.

A few more things to mention here:

• Especially when giving constructive feedback, involve the feedback recipient in finding a solution for improvement that they find satisfying. This will improve the likelihood of success.
• Give feedback as timely and regularly as possible. Do not wait three weeks before giving it; otherwise, you will lose momentum.
• Do not overflow your team members with 50 pieces of feedback; one at a time is good!
• Use empathy 😊 This is a conversation to help the other grow. Make a point of understanding their point of view, challenges, and ideas.

Think about how you can prepare yourself the next time you give feedback. What will you try?

Enjoy the journey!



Best,

Natalia Pliszczak