Have you ever received a feedback such as you simply don’t understand what to do with it? Never…? Me neither!

See some samples:

…You need to delegate more!
…I’d like you to be more committed.
…You’re not strategic enough.
…I heard it was said that you…
…and the list goes on.

This evaluates, interprets, judges … but does not describe the actual behavior to improve!!!

Common mistakes about feedback. When it…

…Judges individuals, not actions
…Is too vague
…Speaks for others
…Uses the classic “good-bad-good” sandwich
…Exaggerates with generalities
…Psychoanalyzes motives behind behavior
…Goes on for too long
…Uses inappropriate humor
…Is a question, not a statement

But prefer…

…Be specific when recalling the situation
…Be specific when describing the behavior
…Acknowledge the impact of the behavior on you
…Pay attention to body language
…Use verbatim quotes when possible
…Give feedback in a timely manner
…Focus on “I felt” or “I was” statements
…Keep to a single message

And most of all, it does not harm to be sensitive to the emotional impact of your feedback. After all, we are human 🙂

(with the help Hanneke C. Frese)