Feedback is thoughtful evaluation given to a person or team after the completion of a task. The basic purpose of giving feedback is to provide timely response so that the person does better the next time round. Individuals and organizations who believe in continuous improvement take feedback seriously.
However, we usually dive straight into criticism without mentioning the areas in which a person has performed well. This may give rise to the feeling that the feedback session is more fault-finding than constructive.
An effective way to conduct feedback is to use the Hamburger Approach. Visualize the top bread-tier as the areas done well, the meat patty as the constructive criticism and the bottom piece of bread as the positive close.
Start off with one or more specific areas where the person has put in thoughtful effort which highlights his or her strengths or potential. Do this sincerely so that the person knows that you mean it.
Then move on specifically to the areas which require improvement. It is good, firstly, to listen to your colleague’s reasons for why something is done in a particular manner.
Because everyone has the potential to do better, it is good to end with a positive note of encouragement. It also shows that you are being professional in the review process.
It is also important to know when to give the feedback – this refers to the choice of location as well as appropriate timing. For example, it is always better if feedback is given in an environment where there is little distraction. Ensure, too, that the person whom you are giving feedback to is not in a hurry.
Try the Hamburger approach – it not only makes feedback more palatable, it will grow more high-performing teams in the organizations.
Source: Edited from the english@work e-newsletter by 938LIVE. Subscribe to the english@work newsletter.
