Embarking on a journey to comprehend the various forms of feedback? Prepare to delve into the nuances of constructive criticism, positive reinforcement, and everything in between. A world of enhanced communication and improved performance awaits.
Feedback is a necessary evil
As a leader or coach, it is your job to provide effective feedback
- Feedback is one of the most important elements of successful performance reviews
- Engages the employee in the conversation and puts the spotlight on key issues
- If you understand the 4 types of feedback, and which one is most effective to start with, giving feedback will feel easier
Ready to Take the Next Step
Upskill your team so they have more practice in giving different types of feedback with a customized learning journey for your leaders using our research-backed modules
- Conflict Management
- Emotional Intelligence
- Feedback That Works
- Influence
- Listening to Understand
- Psychological Safety
Types of Feedback
Directive feedback tells someone what to do
- Contingency feedback gives a future consequence
- Attribution feedback describes someone or their actions in terms of a quality or label
- Impact feedback informs the receiver about the effect their actions have had on others or on the organization
Factor in your coachee’s health, personal, and family problems
When you’re aware of extenuating circumstances, you may decide to adjust the timing and content of your feedback.
- But don’t assume you know what’s going on; be prepared to handle the unexpected.
Why Impact Feedback Is the Most Effective Type of Feedback
The recipient of feedback is more likely to take feedback well if it isn’t authoritative
- Impact feedback informs a person about the results of their behavior without dissecting the details
- It is a great way to start a conversation and set the stage for more authoritative feedback
Individualize Your Delivery
Keep in mind your coachee’s strengths and weaknesses
- Give feedback about the report, but allow the other person to offer their own reasons and possible solutions
- No need to psychoanalyze or judge the person
- Have a conversation, avoid common mistakes that leaders often make
Customize Feedback to Avoid Resistance
It’s natural that people will react differently to information about their behavior and performance.
People process information differently
Some people understand your message quickly, while others need time to absorb it
