Give Constructive Feedback

Ahmed November 18, 2024

Coaching, feedback, or both?

Coaching and feedback are different but equally useful approaches to fostering growth and learning.

Coaching is an ongoing relationship in which you help others continually reflect on and improve their performance.

Feedback is simply the sharing of observations about work-related behaviors. Sometimes you will give feedback during a coaching conversation, and sometimes you won’t.

Why feedback is hard?

Managers hesitate to give feedback because:

They worry the other person won’t like them
They’re anxious the receiver will become upset or hostile
They believe the recipient won’t change

Employees fear receiving feedback because:

It can feel like an attack on their character
It’s frustrating when it’s inaccurate or biased
Sometimes it’s too vague to be helpful

When you’re open about these fears and misconceptions about feedback, you and the person you’re coaching can move past them to have a meaningful conversation.

It's not what, it's how

Feedback typically has one of two goals:

“People are often quick to notice what’s wrong, but it’s equally important to pay attention to and provide input on what is working.”

Craig Chappelow & Cindy McCauley, HBR Authors

Focusing on strengths is important, but focusing only on strengths can hinder an employee’s success. When you give constructive feedback to help someone close performance gaps, you help them reach their goals.

Craft your message

To give feedback confidently and with ease:

•Know the facts Make sure you are clear on what happened (who, what, where, and when) and what outcomes (positive and negative) you want to address.

•Focus on the person’s goals Refrain from giving feedback on unrelated issues.

•Highlight behaviors, not personal traits Be explicit about what the person has or has not done without judging their character or intent. Avoid statements that begin with “You always...” or “You never....”