Giving Candid and Timely Feedback: The Key to Effective Performance

The Importance of Giving Feedback

Giving regular feedback is essential to any working relationship. It’s one way to ensure that everyone is on the same page and that everyone understands what’s expected of them.

But it’s not just about telling someone what they’re doing wrong. Feedback should be candid, timely and specific. This will help the person receiving it understand what they need to work on, and how they can improve their performance.

It can be hard to give feedback, but it’s a vital part of any workplace culture. When done correctly, it can help employees reach their full potential.

The Benefits of Giving Feedback

Giving candid, timely feedback is one of the most important things you can do as a leader.

When you give feedback, you’re showing your team that you’re paying attention, that you care about their development, and that you’re invested in their success. More importantly, you’re teaching them how to give and receive feedback effectively.

And that’s a skill that will serve them well throughout their careers. Feedback is one of the most powerful tools we have for growth and development, and it’s a gift that we should all be eager to give and receive.

What Makes Feedback Effective

The best feedback is timely, accurate, and candid.

Timely feedback is crucial because it allows employees to immediately correct mistakes. Accurate feedback is important because it helps employees understand what they need to work on. And candid feedback is essential for preserving the relationship between the employee and the manager.

Of course, there are other factors that make feedback effective, such as the way it’s delivered and the tone that’s used. But those are topics for another day. For now, let’s focus on making sure our feedback is timely, accurate, and candid.

How to Give Candid Feedback

The key to giving candid feedback is to be direct, and to avoid any ambiguity. Get to the point, and explain what the person did that you want to give feedback on. For example, “I noticed that you raised your voice during the team meeting yesterday.”

Once you’ve stated the behavior you want to give feedback on, explain how it made you feel. For example, “When you raised your voice, I felt disrespected.”

Finally, explain what you’d like to see happen in the future. For example, “In the future, I’d appreciate it if you could speak to me in a calm and respectful tone.”

How to Give Timely Feedback

Giving feedback in a timely manner is key to its effectiveness. If you wait too long to give feedback, the person receiving it may not be able to connect it to their original actions. For example, if an employee makes a mistake and you wait a week to tell them about it, they may not realize that their mistake was the reason for your dissatisfaction.

Giving feedback soon after the event will help the person receiving it connect it to their actions and understand what they need to do differently in the future. Feedback that is given too soon, however, can also be ineffective. If you give feedback immediately after an event, the person receiving it may not have had time to process what happened and may become defensive.

The best time to give feedback is usually within 24 hours of the event. This gives the person receiving the feedback time to process what happened without forgetting the details.

Conclusion

The bottom line is that feedback should be given in a way that is both candid and kind. It should be timely, so that it can be helpful in the moment, and it should be given with the intention of helping the person improve their performance.

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