Start with Praise

Beginning with positive comments sets a constructive tone and can diffuse defensiveness. Recognizing strengths before discussing areas for improvement can make the feedback more palatable. For example, if a team member has delivered a project late but with high quality, acknowledge the quality first before addressing the timeliness.

Be Specific

Vague feedback can be frustrating and unhelpful. Specific, actionable advice is far more productive. Instead of saying, "You need to improve your presentations," say, "I'd like to see more data visualization in your future presentations, like charts and graphs." This provides clear guidance on what they need to do.

Use 'I' Statements

Using 'I' statements focuses on your own experience rather than making the recipient feel attacked. For instance, say, "I noticed that the report was submitted late and it affected our timeline," rather than, "You were late with the report." This subtle shift creates a more open dialogue.

Give Feedback Promptly

Timely feedback is more effective because the event is fresh in everyone's mind. Addressing issues or praising efforts soon after they occur can reinforce or correct behaviors more efficiently. An example could be complimenting someone's creative solution in a meeting right after the meeting concludes.

Offer Solutions

Providing solutions alongside feedback can make it clear that you’re interested in their improvement. Rather than just pointing out what's wrong, suggesting ways they can improve demonstrates that you're invested in their growth. For example, say, "To reduce errors in your work, it might help to double-check calculations or use a particular software tool."

Focus on Behavior, Not the Person

Separating actions from identity can prevent someone from feeling personally attacked. Discuss what someone did, rather than who they are. For instance, instead of, "You're careless," say, "I noticed some inaccuracies in your last report." This approach can make the feedback feel less like a judgement and more like a constructive observation.

Follow Up

Following up on feedback shows that you genuinely care about their progress. A few days or weeks after giving feedback, check in to see how they're implementing the changes. This could be as simple as, "How are things going with the new process we discussed?" Following up can reinforce positive changes and provide additional support where needed.

7 Psychological Tricks to Deliver Feedback That Actually Gets Results

1. Start with Praise: Recognize strengths before discussing areas for improvement.
2. Be Specific: Provide clear, actionable advice.
3. Use 'I' Statements: Focus on your experience rather than making it personal.
4. Give Feedback Promptly: Address feedback soon after the event.
5. Offer Solutions: Suggest ways to improve alongside your feedback.
6. Focus on Behavior, Not the Person: Discuss actions rather than personal attributes.
7. Follow Up: Check in to see how the feedback is being implemented.