Your Role as a Feedback Giver

1 Be sure that there are clear agreements about goals, roles, and expectations. Ask yourself:

 

 

 

feedback-criteria-model2

 

 

2 It has to be timely.

  • You can’t wait several months or until an annual review
  • You can’t compare it to past issues that you’ve resolved

3 It has to be personal—something the individual can do something about.

•• If your purpose is to share your observations, prompt self reflection, and help the feedback receiver take responsibility for his or her own growth and development, then provide information with no expectation of behavior change.

•• If your purpose is behavior change, then make a request
(a suggestion that can be negotiated) or clarify (or reset) performance expectations.