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LEADERSHIP SUMMER SCHOOL ‘08Ankara, Turkiye

Feeback Methods

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PREPARATION FOR FEEDBACK

Before giving feedback, think of the following Does the person understand what his or her job is? Does the person fully understand your expectations? Has the person performed up to your expectations in

the past? If yes, what do you think has caused the dip in performance?

Is the person overqualified? Under-qualified? Does the person know that there is a problem? Are you or others in the organization contributing to

the problem?

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HOW TO GIVE FEEDBACK #1

Give feedback in private - directly to the person concerned. Give feedback as soon after performance as possible, but

not when the people are still emotionally engaged. Comment on the behavior, not the person. Be specific and use concrete examples. Feedback does not equal criticism in the negative sense.

Therefore also include positive perceptions and feelings (PNP).  

Feedback should work vice versa, i.e. also in hierarchical relations, the partner should be able to answer the same way. 

Perceptions should be communicated as perceptions and feelings should be communicated as feelings, not as facts. 

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HOW TO GIVE FEEDBACK #2

Feedback shall not analyze. Do not try to be a psychologist. Tell what you note, feel, see or hear. 

Feedback should be formulated as precise as possible and detailed enough.

Feedback shall only include as much as your partner can grasp in a concrete situation.  

Ask questions for understanding. Summarize and express your support. Follow up (check if the behavior/performance improved).

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THINGS TO AVOID Sugarcoat negative feedback. this will just leave them

confused Avoid the conversation until you’ve “had it up to here.” no

good comes out of conversation when you are emotional/angry Give positive feedback without specifics. it sounds dishonest,

empty flattery Mistake valid reasons for excuses. sometimes there are real

reasons for some thing - don't miss those. Tell someone what’s going on inside his head. One of the

worst things to say is "I know what you think/thought". No, you don't. Mind-reading is a hoax.

Give feedback only when there is a problem. people will learn that after "you are a real team player, ...", you will follow with ", BUT ..."

Use sarcasm to make a point. humor is great, but sarcasm in feedback is too dangerous to play with.

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HOW TO RECEIVE FEEDBACK

Listen, don’t interrupt Except the feedback (don’t defend or argue) Ask for clarification Thank for the feedback Evaluate feedback for yourself and follow up

if needed