Intentional Feedback: The Why and the How

Feedback is essential to help people at every age to learn, grow, and develop their personal and professional skills. Below are some insights for managers that will help you make a difference and avoid defensive reactions when giving feedback. But first, let me tell you a quick story.

Sue the senior most non-medical staff member at a large healthcare practice had anxiety about giving immediate feedback rather than waiting for the annual performance reviews. Together, we discussed and then practiced Sue giving meaningful feedback in the moment. Once she understood the why and practiced the how, she began to develop new habits.
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Why:

• Feedback helps employees amplify the meaning of their work. This is especially important for Gen-Z and Millennial workers. Research has shown that 75% of Gen-Z workers say that a sense of purpose in their jobs is more important than pay.
• Feedback helps employees to feel noticed for the value they add. Recent research has also shown that 45% of workers don’t feel their needs are understood by their employers. Feedback demonstrates caring.
• The culture of the company improves when feedback is given when it matters most.
• Formal performance appraisals typically are backward looking and may or may not include developmental conversations.
• Timely feedback creates stronger bonds which help retain talent.

How:

• Provide observations of behaviors and pointing out the value of those behaviors on others and the company. Often, these are positive as indicated in the why. For instance, “The spreadsheets you provided to the sales team helped bring on a new customer.”
• If correction is needed, share positive suggestions to improve the work rather than criticisms of what they did wrong. For example, “Adding graphics to your spreadsheet would help potential customers better understand our value proposition.”
• Feedback of any kind should be a conversation. Pause, ask questions, and if any defensiveness arises, stress the importance of learning. Share your own experiences to help the employee feel connected to you.
• Always end a feedback conversation with actions that support growth.
• Create a shared commitment to follow up.

Sue now feels more comfortable giving feedback and her employees are growing in their jobs.
Thoughtful feedback can act as a stimulant for individual growth as well as for the entire organization.