Types of Feedback

What do you think of when you hear the word “feedback”? Most of us think of moments where we got (hopefully) constructive feedback on our work or performance in an evaluation.

But the reality is that feedback should be part of our routines, not something that gets put on the shelf until performance reviews.

So what is the true purpose of feedback? It’s giving someone clear information about how they are doing with the purpose of improving and doing great work. And that means so much more than letting someone know when they didn’t meet expectations. 

Here are several approaches to diversify the ways you are giving feedback: 

Appreciation. When you see, appreciate, thank, and motivate a person through shared progress towards our goals. Make sure you give clear examples, not just a “good job”. 

Coaching. When you help a person access and expand their own knowledge, skills, and abilities to achieve their goals by asking questions to help them unlock their own potential. 

Problem solving. When you intervene clearly and directly to identify challenges, correct misunderstandings, and find solutions together. 

Evaluate. When you review progress against the expectations and goals that were set at the outset of a project and implement learnings for the future. 

All of these methods are focused on fueling growth and development -- which improves the performance of our teams, helps us reach ambitious goals, and improves our own performance as managers. 

Take a moment to think about how you can bring these methods back to your team in a tangible way this week? Think about your 1:1’s, team calls, weekly round up emails and other ways you engage with your team on a regular basis. Drop a couple of your ideas on your to do list and make it happen. It’s as easy as that, right? 

Of course there is a lot that holds us back from giving clear and direct feedback. In the next manager minute, we’ll focus on these activation points and how to navigate them.