How to give a constructive feedback? | Gurleen Baruah

Giving constructive feedback to help the team achieve more is one of the primary tasks of a manager. But, without the right training and preparation, most managers find themselves struggling in feedback conversations. As per our study of people managers using Risely, about 42% of managers need to take frequent follow-ups about things from their teams. It happens when managers are unable to set the right expectations and explain goals to be met properly.

In this conversation with Ashish and Gurleen, we try to solve the riddle of how to give a constructive feedback to a team member, focusing on three primary questions:

• What is the fundamental purpose of giving feedback?
• What is a good framework or technique for giving constructive feedback and when should it be given?
• How can feedback be given in a way that is not demotivating?

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How to Give Constructive Feedback to an Employee?

The primary purpose of constructive feedback is to help individuals grow and improve, contributing to both their career development of the people in your team and the achievement of organizational goals. Feedback is a mechanism to help individuals build their careers, not just in an organization but in general.

Based on the discussion between Ashish and Gurleen, we can understand a few key points about how to give a constructive feedback effectively:

• The STAR feedback method (Situation, Task, Action, Result) is a useful technique for providing specific feedback that focuses on behaviors and impact. It provides a structure for feedback conversations and helps in making it more specific.

• Feedback should ideally be given almost immediately after the event to be most impactful. However, it’s important to consider the emotional state of the receiver. When emotions are high, it’s better to allow some time for the individual to calm down before giving feedback.
• Feedback should be growth-oriented, focusing on helping the person improve rather than just pointing out mistakes. It should be delivered with genuine care for the individual’s well-being and professional growth. You can explore more with exercises for constructive feedback shared here.
• Humility is crucial when giving feedback; recognize that your perspective is not the only one, and there could be different versions of the truth. Feedback is a dialogue between two people and not a one-person conversation. As a manager, you should be open to feedback along with being comfortable with giving it to your team.
• Trust and psychological safety are essential for feedback to be received well. A lack of trust in the workplace will make your people receive feedback as criticism rather than an opportunity for growth. A psychologically safe environment allows for open challenge and feedback.
• It is important to distinguish between critical feedback and negative feedback. Critical feedback is often viewed as mean and offensive, which is a myth. Feedback should not be used as a checklist exercise and the language used is important.

All in all, feedback makes or breaks your team. Don’t let common misunderstandings about feedback impact your team’s journey.

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