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The purpose of feedback is to be helpfulFeedback should include positive reinforcement of strengthsDo not avoid dealing with issues and poor performance Describe actual behaviour, not the individual person, personality or attributesConcentrate on areas the receiver can control and do something aboutBe specific; use examples to illustrate and avoid generalisations

Giving Feedback

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Giving Feedback

Pick an appropriate time and placeStart with the negative, include something interesting and end with a positive (NIP) – recognition is an essential motivatorPraise must be judicious, sincere and deservedExplain how and why they have been successful from the organisation’s viewpointIf 80% of work is good, spend 80% of time on thisFocus on fact and observation to back up any interpretationTreat criticism as a comment on behaviour or results rather than a “character defect” or qualitiesFocus on supporting and helping, not imposing and blamingMost people welcome constructive criticismAllow for feedback on the feedbackRemember to close the loop at next opportunity to reflect and review progress.