Team Member Feedback: A Priceless Communication Tool

Feedback is such an important communication tool.approach is based on specific, sincere information. For
Openness, honesty, candor, trust -- all of these areexample: "Mary, when you presented the results of the
hallmarks of high performance teams andteam's customer satisfaction survey, your charts were
organizations. Good feedback skills are essential tovery clear and easy to understand (what). They made
any relationship.Feedback is important because:- Itit easy to identify which areas we need to work on to
prevents small issues from festering intomake our customers happier (why).."Feedback for
unmanageable problems.- It builds trust in relationships.-Improvement - Feedback for improvement is given
It promotes personal and professional growth.- Itabout situations which did not go well, or which could
acknowledges individual and team accomplishments.- Ithave been better. In this case, it's important to tell the
clears up misunderstandings.- It is a way toperson specifically what could have been said or done
acknowledge and recognize team members' skills anddifferently, and why that would have been more
contributions.As a result, effective feedback makes lifeeffective.The approach to giving feedback for
at work a great deal easier and more rewarding.Soimprovement is:- Describe what was said or done,- Tell
how do you give someone effective feedback? First,what would have been a better approach, and- Why
ensure your intention is to be helpful and supportive,that would have been betterMake sure your "What,
rather than to "slam." Check to make sure the personWhat and Why" approach is based on specific,
wants and is ready to accept feedback, if you haven'tsincere information. For example: "George, when you
been asked to provide it. Before providing yourcommented on Ted's report, I felt your remarks
feedback, ask the person for their assessment of thesounded sarcastic and not specific enough to be
situation.But, how do you say it? What words do youhelpful (what). If you tell Ted exactly what additional
use that will ensure the message is delivered properly?information is necessary (what), he'll be able to
Be specific. Describe the actual behavior youincorporate the information you feel is needed when
observed, not personality traits. Avoid generalities,he revises the report (why).."Receiving
vague statements, and inferences. Use "I" statements: IFeedbackThere's also special skill required when
saw..., I heard..., I felt... Describe the impact of thereceiving feedback. If you ask for feedback, be sure
behavior on you: "I felt...when you..." Be sincere withyou are ready to receive it. Actively listen with your full
your comments. Don't say that something was goodattention. Ask for specific examples of what you did
when you don't really believe it.It's important to give awell and what could have been better. Ask questions
balanced mix of both positive feedback and feedbackto clarify, and paraphrase to check your understanding.
for improvement. Try to end with a positive comment.Don't resist the feedback and avoid being defensive --
Be sure that the feedback recipient has understooddon't explain, rationalize or justify. Listen for the impact
your comments. Encourage a response.Anotheryour behavior is having on the other person. Consider
important point. Consider timeliness. Don't "store up"carefully whether, and how you want to change your
feedback of either kind and dump it on a person.behavior. Let others know immediately so they can
Feedback is much more effective if provided close tosupport you. Ask for help and assistance, if
the time the behavior actually occurred.There are twoappropriate. Most importantly, thank others when they
types of feedback -- Positive feedback and feedbackprovide you feedback. They have taken a risk to help
for improvement.Positive Feedback - Positiveyou grow.Remember: Feedback is a gift, a unique
feedback is information about what someone did well.learning opportunity. Whether you agree or not, it has
There's a very simple approach you can use whenvalue because it represents a set of perceptions
giving positive feedback.- Describe what the personabout you and your behavior.Denise O'Berry (aka
actually did or said, and- Why this statement or action'Team Doc') provides tools, tips and advice to help
was effective.Make sure your "What and Why"organizations build better teams.