Feedback – How not to MESS it UP – II

Dear Readers,

I have written few more points in continuation of the last post on feedback.

1) Data-based approach:

Data puts things in the right perspective in a precise manner without any ambiguity for both the parties involved in the feedback process. It avoids conflicts and it’s easy to convince. 

Wherever possible, one should always try to quantify and speak with data. 

For instance, instead of saying, performance needs to be improved (for a production staff) it can be quantified and said like “Productivity is less by 30%” or “Quality is less by 10%”.

2) Hot-stove Rule – McGregor

The hot-stove rule of McGregor in discipline management can be applied in feedback process too. In fact, feedback is part of disciplinary management.

When you touch the hot stove, you get your fingers burnt. It’s immediate, consistent, impersonal and you are already aware that if you touch it, it will burn your finger.

Similarly, for feedback to have maximum impact and to bring out the desired change, it should be given immediately then and there.  It has to be consistent, impersonal (fair and objective) and there should be clarity on what is the expected norm /what would be construed as a deviation from the norm.

3) Liking and disliking:

Sometimes, I’ve seen supervisors/managers hesitating to give feedback fearing that their team members would start disliking them.

Peter Drucker said “Leadership is not about liking or disliking. It’s about delivering results”. 

As long as one is fair and transparent in his approach, there should not be any hesitation.  Going by liking and disliking and avoiding feedback in the right time will lead to complacency and ineffective teams.  And it’s a not an effective supervisory / leadership style.

4) Keep emotions in check

We humans are emotional beings.  It’s very important not to bring in emotions at the time of giving feedback. 

For instance, when you overreact, the very purpose of feedback would be defeated.  Sometimes, one tends to take a soft stand and hesitate to share feedback which should also be avoided.

Aristotle said, “before getting angry, one should ask whether he is angry for the right reason, with the right person, at the right time and to the right degree. 

I think it’s worthwhile to remember this golden principle. One should ask similar questions in his mind and decide as to how to share the feedback in the most appropriate way.

Over dosage of feedback with emotions will lead to only de-motivation.

What do you think about Feedback as an effective tool for People Development?  Would appreciate your “Feedback” and thoughts.

diD yOU enJOY ReADinG ThIS ArTIcLE? 

                                  If yES, 

yOU maY sHAre it wiTH Your FriENds tOO.