Feedback
What is feedback?
Literally translated, it simply means: ‘Feeding back’. Feedback is a tool through which a message is sent from one person to another in response to an initial message received. It is a communication that provides an individual with information on how they affect others. This information can help them reconsider their behavior and potentially change it, or even reinforce it.
Feedback is a point of view; it primarily reflects one’s own feelings. Feedback is a hypothesis about the other person, and this hypothesis needs to be verified. It is a means to help the person receiving feedback better understand the reactions (feelings) they elicit in others, how they influence situations, and what impact their behaviors can have on others.
Why feedback?
Feedback should be part of a company culture based on respect and trust. It can be given and received at different hierarchical levels. Through its widespread adoption, the company as a whole increases its performance. The practice of feedback guides you in self-assertion and, more generally, in conflict management. Feedback is essential for the development of technical and social skills.
Feedback is necessary to understand what could be improved or corrected through constructive input, to be praised for an effort or commitment, to better know oneself, and to understand how we are perceived. Without feedback, we do not know if what we are doing meets expectations. This confusion can lead to a decrease in efficiency.
Sometimes feedback is not necessary. Some situations speak for themselves.
How to give and receive feedback?
The prerequisite for giving effective feedback is knowing how to give it to oneself and how to receive it from others. One can only give feedback if one is prepared to receive it. Feedback is brief and precise, consisting of a few short sentences. It is not a discussion. The feedback process is subject to the principle of confidentiality and must remain limited to the exchange.
Corrective Feedback: we would like the other person to improve their approach.
Positive Feedback: we would like the other person to continue their approach.
Pay attention to non-verbal cues; they express 70% of the message (frowning, pointing a finger, raising one’s voice, shrugging, smiling, gaze, etc.). Feedback focuses on behavior that can be changed. If it concerns a situation over which the person has no control, it risks becoming an occasion for frustration rather than a stimulus for growth (family, cultural & religious, financial, etc.).
Questions to ask yourself before giving critical and constructive feedback:
- What is my intention?
- What is the most appropriate time and place?
- What message do I want to convey?
- What do I want to see changed?
- What are the positive aspects to highlight?
- What objectives and solutions can I propose?
- How would I like to receive this feedback if I were in their position?
Anticipate your discussions, prepare what you are going to say, how to say it, and what outcome you expect. Have the courage to tell the truth, to give authentic and sincere feedback. Do not use terms like: never, often, all the time, once again, or still. Consider the LOSADA Ratio (three positive interactions for one negative) and alternate between positive points and areas for improvement (the sandwich technique).
Christian Crettaz