How to Give Constructive Feedback to a Colleague
Delivering constructive feedback to a colleague can be challenging, but with the right framework and intentions, it can be incredibly valuable. No one is perfect, and we can always learn from our colleagues.
Consider this scenario: an employee delivered feedback to a colleague about a mistake they found in the colleague's work. The feedback was given as the colleague arrived at their desk in an open-plan office, where several team members were nearby and could easily overhear. The feedback lacked context, and the employee admitted to discussing the mistake with others before addressing it with the colleague. When asked for specifics, they weren't shared, and the manager walked up at the end of the conversation stating that mistakes shouldn't be made.
How could this constructive feedback have been delivered more effectively?
As Brene Brown says Clear is kind. Unclear is unkind. Talking about people rather than to them is unkind.
Discuss the feedback directly with your colleague, not with others in the team.
Choose the right time and place. Have the conversation in a private setting, away from other colleagues.
Provide specific feedback and examples to help the employee reflect and learn from the mistake.
Create an environment where the employee can reflect on their mistake without feeling defensive.
Suggest ways to improve or offer assistance to address the issues. This shows you are invested in the employee’s success.
Encourage a two-way conversation by asking questions and allowing the employee to provide their viewpoint.
What is the impact of poor constructive feedback conversations?
It can damage relationships and trust between team members.
The employee may react defensively if they are unprepared for the conversation.
Vague feedback can prevent the employee from reflecting and learning from the mistake.
In the worst case scenario, the employee may leave due to feeling disrespected, undervalued and unable to rebuild credibility and trust with the team.
In summary think about the impact and outcome you hope to achieve from the feedback conversation which is to support your colleague to improve. Plan and prepare for the conversation, always deliver constructive criticism in private and being clear is kind.
What are your thoughts and experiences?