Ask yourself what is the purpose of the feedback (to develop or to evaluate or both)

Before starting the feedback, ask the person if now is okay to give feedback.

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• Give feedback referring to facts, for example, actions that the person performed. Not who they are.

• Communicate clearly, using language that is understood.

• Give you view of the action.

• What did that action make you feel, and what effect did it have on you?

• Concentrate the talk around this example; cut out everything not adding value to the discussion.

• Offer feedback in a constructive manner, focusing on improvement rather than criticism.

• Ensure that the feedback is relevant to the individual's goals, responsibilities, and performance expectations.

• Ask the person for their view of the situation.

• Listen actively and be open to their perspective, thoughts and feelings.

• Agree on how to proceed.

 

It is crucial to establish an open channel of communication where both parties feel empowered to express their perspectives and emotions, knowing that they will be heard and understood, particularly regarding the feedback provided.

 

Give the feedback as soon as possible after the action.

Never give feedback in front of others or based on hearsay.

 

After having given feedback follow up for improvement that you agreed on, provide additional support if needed, and acknowledge improvements.