Recent research shows that traditional methods of providing feedback are often ineffective (Buckingham, 2024). In this blog, we explain why traditional feedback doesn’t always work and offer practical tips for providing feedback that does work.
Why traditional feedback doesn’t always work
According to Buckingham (2024), the traditional approach to feedback is based on three beliefs: the source of truth, the learning process, and the definition of excellence. The source of truth implies that other people are more aware of your weaknesses than you are, and that the best way to help is for someone else to show you what you cannot see. In other words, the other person is the source of truth.
Next is the belief in learning theory. In the business world, there is a belief that people are empty vessels that can be filled with skills and knowledge by colleagues. If you cannot mirror and copy from colleagues, how can you ever learn?
The third belief is that excellent performance is universal, analyzable, and describable, and can be transferred from one person to another once defined, regardless of the individual. Therefore, with feedback on what excellence looks like, you can understand where you fall short of this ideal and strive to rectify your deficiencies.
What these three beliefs have in common is egocentrism: they take our own expertise and what we assume to be our colleagues' inexperience for granted. They assume that my way is necessarily your way as well. However, research shows that none of these assumptions are true (Buckingham, 2024). People are not reliable judges of others, as they always view situations through their own biases.
What does work then?
Of course, you still want to support your employees in their development. Therefore, it is important to know what does work. Buckingham (2024) indicates that when we focus on strengths rather than weaknesses, we can use these strengths as building blocks. Excellence is unique to each individual. By reinforcing someone's strengths with positive feedback, you increase the intrinsic motivation of that person. Here are four tips to help your employees in their development:
- Emphasize positive moments.
- Encourage reflection on past successes.
- Explore future action steps.
- Approach feedback personally and positively!
In other words, by emphasizing the "That! Yes, that!" moment, you confirm a situation in which a team member has positively influenced your world, thereby reinforcing an existing pattern. This way, your team member learns to recognize, anchor, recreate, and refine this positive pattern. That is what learning truly means. Such moments boost confidence and encourage good behavior. Teams excel when people are complementary and optimally utilize their talents and qualities, not by making a weak point slightly less weak. Help each other to stand in your strength and recognize which people and qualities you need to perform at your best.
Golden rules for giving feedback
We have established some golden rules to put these tips into practice and to ensure that your feedback is personal and positive.
Golden rules for giving feedback
- Be timely.
- Be specific and describe behavior and its effects on you.
- Do not judge but describe how the behavior affected you.
- Speak only for yourself, not for others.
Golden rules for receiving feedback
As mentioned earlier, receiving feedback can also be intimidating. Remember that receiving feedback is voluntary as well. Providing feedback only makes sense
when someone is open to it. Additionally, you can process feedback selectively – which parts do you agree with and which do you disagree with? With these golden
rules, you can receive feedback seamlessly:
- Request feedback from people you believe will be direct and open with you.
- Guide the feedback by asking specific questions.
- Accept feedback without defending yourself or making excuses.
Lastly – the hygiene factor
If something is truly unacceptable – do not hesitate. Be clear and direct and don't sugarcoat your message. When it comes to transgressive behavior, it is simply unacceptable and must be addressed immediately.
By applying these practical tips, you turn feedback from an obstacle into a means of building a strong working relationship. Giving feedback thus becomes not only more effective but also a valuable part of the growth of individuals and teams.
Want to know more?
Want to learn more about effectively organizing feedback in your team or organization and increasing engagement?
