Harvard Business Review 20-minute Manager Giving Effective Feedback

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· 321 ratings · 27 reviews

First your review of Giving constructive feedback : check in regularly, handle conversations, bring out the all-time

Aug 22, 2020 Archit rated it really liked it

Giving feedback is alike to a negotiation - information technology is a daunting chore, which needs to be handled tactfully (and all of us intuitively believe that we are really good at it).
Both parties demand to be in consonance. One incorrect motion tin can impair the relation between the manager and the subordinate and both will stop worse-off than they were before the feedback coming together.

Key insights:

• What makes a feedback effective?
• It is shared frequently and in context.
• It aims to achieve a specifi c result.
• It is real

Giving feedback is akin to a negotiation - it is a daunting task, which needs to be handled tactfully (and all of usa intuitively believe that we are really good at it).
Both parties demand to be in consonance. One incorrect move can impair the relation between the manager and the subordinate and both will stop worse-off than they were before the feedback meeting.

Key insights:

• What makes a feedback effective?
• It is shared frequently and in context.
• It aims to accomplish a specifi c effect.
• Information technology is realistic in its expectations.
• Information technology shows respect for the recipient.
• Information technology is a two-way conversation.
• It is expressed as a indicate of view, rather than an
accented truth.
• Information technology assumes an opportunity for follow-up.
• Providing feedback is non but a hoop to bound through when the time for operation
reviews rolls effectually. It should be an ongoing process woven into the cloth of everyday work.

• Avoid giving feedback in these circum - stances:
• When you lot do not have all the information
about a given incident
• When the only feedback you can offer concerns
factors that the recipient cannot easily change
or control
• When the person who needs the feedback
appears to be highly emotional or especially
vulnerable immediately after a diffi cult issue
• When you exercise not have the time or the patience
to evangelize the feedback in a calm and thorough
fashion
• When the feedback is based on your personal
preference, not a demand for more effective
beliefs
Giving Eff ective Feedback
16
• When you have non notwithstanding formulated a possible
solution to help the feedback recipient move
forward
• Giving feedback is to influence the following. The post-obit is ranked in ascending order of difficulty to influence (easy to influence to difficult to influence)
o Task Skills
o Time & work management
o Noesis
o Attitudes
o Habits
o Personality traits

Feedback is most likely to affect learning, growth,
and alter in areas that least threaten the recipient'south
sense of self-worth. Feedback about attitudes, habits,
and personality traits tin hitting close to home. Does
that hateful you should not effort to infl uence the behavior
of a person who, for instance, wholly dislikes
collaboration? Of form not. Simply it volition exist more than effective
to direct your efforts toward, say, getting that
person to follow clearly outlined steps in a collaboration
protocol rather than making a blanket demand
that she "learn to enjoy teamwork."

• Difference between Feedback, Coaching and Performance Appraisals
o Feedback – to reinforce or alter behavior
o Coaching – to improve skills
o Performance appraisals – to evaluate by work

• Feedback session checklist
o One-line overview – eg. – your subordinate Mr. X was rude to the client
o Objective written report of the beliefs – client screamed at Mr. X. He retaliated
o Objective report of the effect on the team or project – others sitting beside Mr.X were disturbed. Reputation of the company will be tarnished
o Potential objections to the objection report & how you volition accost them – mr. Ten may deny that he spoke rudely. If he does, tell him about the corroborative evidence of the witnesses
o Give-and-take plan – provide facts, listen to Mr. 10's version of events, brand clear that rude behavior volition not be tolerated, ruminate & make up one's mind way frontward
o Possible barriers to the feedback – he may get angry with this feedback bespeak
o Ways to overcome the barrier – don't judge. Listen to his betoken of view
o What questions practice you take – what actually transpired? How can he avoid losing control in the future if such situations arise
o What questions might you be asked – he may inquire "what to do in the future", "what sort of beliefs qualified as rudeness"
o Desired short-term results – have him committed & friendly to the customer
o Desired long-term results – detect a way to make the job for him less frustrating

• Tip for giving positive feedback

When yous're giving positive feedback, sending
good early signals is usually not diffi cult. The very
context—that you want to say something complimentary—
is ofttimes plenty. Identify what you're praising
in specifi c terms. For instance, "Maria, you did a great
task on the Simmons projection this by week. I was particularly
impressed with how yous handled the client'due south
concerns nigh deadlines and the action programme y'all developed
in response. I'd similar to show what you did to
the rest of the team." Don't finish in that location. Ask Maria what
allowed her to do such a great job. Y'all may discover
gems you didn't conceptualize.

• Tip for giving corrective feedback

Let'southward return to the example with Judy. Yous might
exist tempted to begin the conversation by summarizing
what you've heard and laying downward the law: "Judy,
I've heard from a customer that you lot were rude
to him concluding week, and a few other squad members
overheard and agreed. You lot just tin can't speak that
way to a customer. What do y'all have to say for yourself?"
This sort of approach is likely to make Judy
defensive and isn't going to brand her any less angry
and anxious than she may already be (every bit y'all volition take
identified in your prep work).
Instead, yous might start the chat in the
post-obit way to remove some of the barriers you
identified: "Judy, you lot know we're here to discuss what happened on your customer call earlier this week.
I'd first like to share the information I have about
the situation, and then I want to hear your point of
view. After that, we tin discuss what to practice adjacent. How
does that sound to you?" Because you opened the word
in this manner, Judy tin can immediately meet information technology as
a 2-sided chat and sympathize that y'all
aim to piece of work with her to discover the right solution to the
problem. She'll know that she will have a chance to exist
heard, and that may make her feel less angry and anxious
and more respected. Yous tin can then describe your
agreement of the incident and encourage her to
share her point of view.

• Mind actively, monitor not-exact cues & your own reaction, PARAPHRASE WHAT SHE SAID

• Paraphrase what the recipient says. By restating
her response in unlike words, you lot bear witness
the other person that y'all have understood her
point. If anything is unclear, ask more questions
until both of y'all are on the same page.

• For eg- if employee comes late everyday, inquire her, run into if culling time schedule can exist arranged/ if she can work from domicile for ii-three days a week
• Check-in regularly, ask her to describe her progress, be explicit about the improvements you lot are noticing – offering praise and reinforcement to bolster her progress,

• How to evaluate feedback process – 3 stages – Process, Relationship & Results

Process
Planning the feedback
Initiating the meeting
Discussing pertinent points
Listening to the recipient
Developing an action program
Relationship
Communication style
Recipient's reaction
Level of mutual trust and respect
Results
Impact of changes
Timeliness of changes
Expectations and progress

...more

Estos libros pensasdos para personas con poco tiempo son muy efectivos en enseñarte las bases de algo, sin lo que no puedes empezar, y darte un índice para aprender más: libros, artículos y temas relacionados.

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En ese libro se propone un program básico para empezar a dar retroalimentación a tu equipo, cómo te debes preparar, cómo dar retroalimentación a empleados difíciles y también a las estrellas de tue equipo. Finalmente invita a establecer una cultura en la que dar retroalimentación sea lo natural y esperado.

Básicamente, establece la retroalimentación como un medio efectivo para la mejora constante, no como un fin en sí mismo.

Si quieres dar buena retroalimentación, este libro te puede ayudar a empezar.

...more than

Jun 23, 2018 Beth rated it really liked it

For $13, this is a squeamish piffling reference text that introduces some loftier-level but helpful best practices effectually giving feedback, to direct reports, colleagues, and fifty-fifty bosses. I did some useful highlighting throughout but actually wanted a lot more than. That said, information technology helped me organize my thoughts plenty that I can figure out the specific areas I want to deep-dive into. As e'er, with HBR you are essentially getting a digest of many, many books and articles, all of which are listed across ix pages at For $xiii, this is a squeamish little reference text that introduces some loftier-level but helpful best practices around giving feedback, to direct reports, colleagues, and fifty-fifty bosses. I did some useful highlighting throughout merely really wanted a lot more than. That said, it helped me organize my thoughts plenty that I can figure out the specific areas I desire to deep-swoop into. Equally always, with HBR you lot are essentially getting a digest of many, many books and articles, all of which are listed across 9 pages at the cease. Worth picking upwardly if y'all (like me) are completely new to the concept of giving feedback at piece of work. ...more

Apr 29, 2020 Cyril Danthi rated it really liked it

Providing feedback an toughest thing in professional and personal situations, that tin can brand or interruption a relationship. Feedback is oftentimes cosmetic which ways its intended to help the recipient change course or conform practices when the current ones aren't working. Therefore giving effective feedback becomes critical. The objective of feedback conversation is to reinforce positive beliefs or improve performance.

The book provides a articulate guidelines and difference betwixt feedback, coaching and P

Providing feedback an toughest thing in professional person and personal situations, that can make or pause a relationship. Feedback is oftentimes corrective which means its intended to help the recipient change form or adjust practices when the current ones aren't working. Therefore giving effective feedback becomes critical. The objective of feedback conversation is to reinforce positive behavior or improve performance.

The book provides a clear guidelines and deviation between feedback, coaching and Performance Appraisal. Feedback discussion united states of america an opportunity to share the observations with others near the functioning and behavior. It becomes very important to identify the right state of affairs to provide the feedback. The best part of the book is the period on feedback process - from planning to monitoring. Feedback is very piece of cake to influence job skills, time and work management and knowledge just information technology is difficult to influence on attributes, habits and personality traits.
Some of the points that needs to exist followed during feedback are
- Agile Listening | Observation on Nonverbal cues | Monitoring the reactions | Paraphrase the recipient.

I should besides go on in mind that Feedback is not a cure-all for workplace ills. The book also provides guide on providing feedback to high performers, difficult conversations and feedback to dominate and tips on giving positive feedback publicly.

A small book, very handy and helpful

...more than

Nov 21, 2021 Taika rated information technology really liked information technology

This was a really skilful read because I love getting feedback only hate giving it. Now I feel much more than confident near it.

1. Deliver right fourth dimension, frequently, and in context

a. Give feedback when: good work, successful projects deserve to be recognized, when the likelihood to improve skills is high because the opportunity to utilise those skills again is imminent, when the person is already expecting feedback and when the trouble cannot be ignored
b.Don't give feedback when: when you don't accept all the i

This was a really adept read because I love getting feedback simply detest giving it. At present I feel much more confident about it.

1. Deliver right time, often, and in context

a. Give feedback when: good piece of work, successful projects deserve to be recognized, when the likelihood to improve skills is high because the opportunity to utilise those skills over again is imminent, when the person is already expecting feedback and when the problem cannot be ignored
b.Don't give feedback when: when you don't have all the information virtually a given incident when the but feedback you can offering is something the recipient can't change or control when the person who needs the feedback is highly emotional or vulnerable when you lot don't have the time to deliver the feedback in a calm and thorough fashion when the feedback is based on personal preference and not a need for more than constructive beliefs when you have not yet formulated a possible solution to help the recipient movement forrad. GIVE POSITIVE FEEDBACK REGULARLY!

2. Aims to achieve a specific result
iii. Realistic in expectations
4. Shows respect for the recipient
v. Expressed as a point of view rather than absolute truth
6. Presumes an opportunity for a follow-upwards

...more than

I got the audiobook version!

At commencement I idea information technology was funny the mechanical way of the narrator. Seemed like one of those really quondam Goggle box comercials or government health publicity, like from the 80s or before. Then I realized it fits the volume and the words really well.

It'southward not exactly bad advice but it is clearly a book written by a managing director human being, to another homo manager. Sometimes it seemed that information technology was merely about giving feedbacks to adult female... in the only example with a male person recipient of the feedback,

I got the audiobook version!

At first I thought it was funny the mechanical way of the narrator. Seemed like i of those really old TV comercials or government health publicity, similar from the 80s or before. Then I realized it fits the book and the words really well.

It'southward not exactly bad communication but it is clearly a book written by a manager man, to another man manager. Sometimes it seemed that it was only about giving feedbacks to woman... in the simply example with a male recipient of the feedback, the guy is prone to ternion out, because women are e'er docile....

And it says it is well-nigh feedback to colleagues, bosses and employees alike, but information technology didn't seem so... the advices are mechanical, most robotic and although information technology does take in consideration people'south feelings it seemed common cold anyways...

Maybe I'm privileged to exist in an environment where feedback is common practice, but null well-nigh this book went beyond the obvious to me. Peradventure information technology is good to others.

...more

Dec fourteen, 2019 Dhruv Sharma rated information technology actually liked it

Very informative and interesting.

Creating feedback that is truly useful requires more care and attending than is typically invested. Like whatsoever skill — chess, golf, learning Standard mandarin — offering strategic developmental feedback requires that we pay attending to and exercise many things effectively and simultaneously. Given the opportunity to help others develop and become more effective, it's worth the endeavor.

May 11, 2020 Alex Melber rated information technology actually liked it

Helpful tips and reminders around feedback. Will be a resources I reference in the time to come.

Biggest takeaways -

1. First and foremost, build trust with your people. They need to know you are for them and desire to run into them abound and succeed. This allows for feedback (whether praise or correction) to come from a healthy identify so it is best received.

2. Create clear goals effectually your vision where people know when they (and the organization) are winning.

Apr eighteen, 2021 Dave rated information technology liked it

Quick read on giving effective feedback as a office of the HBR xx minute manager series. Not besides much groundbreaking. The i topic I did detect effective was the follow upward plan. Creating a development plan to implement changes discussed during feedback session and how to follow up are crucial. Started reading over breakfast finished when I was on my second cup of coffee.

Nov 13, 2020 Crystal rated it really liked it

This volume is very informative. When it comes to giving feedback it helps y'all understand the importance, but also helps y'all learn how to give feedback.
I honestly think this book volition assist me in my daily life even if it's only giving my husband feedback.

Oct thirteen, 2020 Adam rated it liked it

While I practice appreciate brevity I feel like I blinked and this was over. While it might exist somewhat helpful for some, it wasn't what I was hoping for. I would prefer something outlining a formal structure for providing written feedback. While I do appreciate brevity I experience like I blinked and this was over. While information technology might be somewhat helpful for some, information technology wasn't what I was hoping for. I would prefer something outlining a formal structure for providing written feedback. ...more

Jul 27, 2019 Siti rated it actually liked information technology

Good tips on handling difficult conversations. Though i can slightly doubt on the practical use of it. Volition give it a try!

Es lo que promete, un libro corto y accionable. Explica muchos ejemplos útiles. Destaco la importancia que se le da al "feedback positivo". Es lo que promete, un libro corto y accionable. Explica muchos ejemplos útiles. Destaco la importancia que se le da al "feedback positivo". ...more

December 09, 2021 Jose rated information technology it was amazing

I am very impressed by this ane. Very practical, concise and covers many useful scenarios.

Apr 03, 2020 Gregg rated it really liked information technology

Good quick read. Lots of helpful tips and good insights.

Feb 03, 2021 Charles Yong rated information technology it was amazing

Swell crisp and to the point tips on giving corking actionable feedback.

Oct 08, 2020 Zogié Emokaro rated information technology it was amazing

I have always wanted to learn how to express my thoughts on things and this book helped out in giving strong and effective criticism. The points will exist useful in the long run specially when we antipodal to people almost all the time. This book gave me usedul tips in applying my inputs in teams piece of work and what not. Highly recommend.

It feels obvious later yous've read it, but information technology's astonishing how frequently people do the opposite and none of those and are allowed in exec positions - namely founders. It'due south a short merely effective read and should be a requirement for anyone tasked with leading a team. It'll certainly be something I come dorsum to for refreshing my memory. It feels obvious subsequently you've read it, simply it'south amazing how frequently people practise the opposite and none of those and are immune in exec positions - namely founders. It'due south a brusk but effective read and should be a requirement for anyone tasked with leading a squad. It'll certainly exist something I come up dorsum to for refreshing my memory. ...more than

A quick read and information technology gives concise actions which tin be implemented immediately.

There is a real science on how nosotros can provide a feedback and why should we differentiate it from Coaching, Mentoring and Performance Appraisals. Quite often we tend to mix them.

Top things that a worth mentioning from my perspective are:

I assumed that the other person cannot accept feedback. If you are doing it right, even the most defensive person could handle it.
Timing is disquisitional for giving feedb

A quick read and it gives concise actions which tin can be implemented immediately.

In that location is a real science on how we can provide a feedback and why should we differentiate it from Coaching, Mentoring and Performance Appraisals. Quite often nosotros tend to mix them.

Top things that a worth mentioning from my perspective are:

I assumed that the other person cannot take feedback. If you are doing it right, even the most defensive person could handle information technology.
Timing is disquisitional for giving feedback. Best time is when the other person has cooled downwardly. The cooling period gives you lot time to structure your feedback with valid points.
Nosotros should not presume and provide feedback but rather questions and hear the person's perspective.
Giving a feedback or receiving one is behavioural change. It cannot happen without an environment created. If you want an environment that encourages feedback, starting time by accepting feedback openly.

Feedback is virtually effective when we focus on the behaviour that the recipient tin can change and its commitment is timed.

Y'all can read this book within 20 minutes.

...more

Giving Effective Feedback breaks down impactful ways to provide feedback to straight reports, peers, and superiors in a format which improves the risk that it will be heard and used. Information technology addresses follow upward, and discusses ways to discuss feedback in situations where information technology might non be openly accustomed. It'southward a fast read and easy to navigate for reference. The Learn More than department at the back of the book turns this quick refernece piece into a jumping off bespeak for diggin in to work on these skills. Giving Constructive Feedback breaks down impactful means to provide feedback to directly reports, peers, and superiors in a format which improves the risk that it will be heard and used. It addresses follow up, and discusses means to talk over feedback in situations where information technology might non exist openly accustomed. It's a fast read and piece of cake to navigate for reference. The Learn More section at the dorsum of the book turns this quick refernece piece into a jumping off point for diggin in to work on these skills. ...more

Snap shot read I recommend to all. This quick read can be used oft to remind us of the importance and impact of our feedback. Favriote quote "Praise effort, not ability" this piece of cake to remember thought tin go your daily mantra. Remember to praise those around y'all for their work, including failures. Snap shot read I recommend to all. This quick read can be used often to remind us of the importance and impact of our feedback. Favriote quote "Praise effort, not ability" this easy to remember thought tin become your daily mantra. Remember to praise those around you for their work, including failures. ...more

An essential tool for the health of an organisation. Feedback should be effective should be heard and implemented. Recollect in a manner finding a path where the desired problem does not arise. You lot appraise that detail path with the assist of feedback

Jan 29, 2015 Meredith rated information technology really liked it

This has good, full general advice. Information technology has a section on how to approach your ain boss with feedback, too, only I couldn't imagine having done that with The Animate being. This has good, general advice. Information technology has a section on how to approach your ain boss with feedback, too, but I couldn't imagine having done that with The Animate being. ...more