Take Action With Feedback


Feedback in the Moment - Seize the Opportunity!

When was the last time you gave feedback? If you are a manager, you may give feedback twice a year during performance reviews, but we're talking about everyone giving feedback in the moment.

Many of us are hesitant to give feedback. We worry that giving it will damage our relationships. We wonder if it’s our place to give someone feedback. Yet, a recent Gallup poll shows that people would prefer receiving negative feedback to receiving little or no feedback at all. In other words, people crave feedback. 

The below steps will help you give feedback in the moment, with greater confidence and impact. 


Key Steps for Giving Feedback


1. Evaluate your intention.

What is your motive for giving feedback? Is your desire to create behavior change? Or do you simply want something done your way? Do you feel strongly that the person's actions have a negative impact? If you intention is to help the person grow, speak up. If not, don't.


2. Structure your feedback.

Using a simple structure to deliver feedback will increase your confidence and clarify your message. We like the acronym, AID, which stands for “Action, Impact, Do.” Use it to give both positive and constructive feedback.  Here's how it works:

  • Action - Highlight the specific action or behaviors (e.g., what the person said or did) -- not the perceptions. Example, "During today's team meeting, I noticed you were on your laptop throughout Joe's presentation."

  • Impact - Connect the action to the impact or impressions created. Example: "Being focused on your laptop gave the impression you didn’t care about Joe or his update."

  • Do - Be specific about what change is expected. Example: "Next time, if something urgent arises, please handle it outside of the meeting rather than give the impression you are not interested in what your team members are saying."


3. Additional strategies for successful feedback in the moment


  • Give feedback within 24 hours. Timely feedback has the greatest impact.

  • When you use the AID framework, two minutes is all you need.

  • Realize it may require multiple conversations for the feedback to sink in.

  • Continue practicing! The more you give feedback the more comfortable you will be in seizing opportunities to help someone learn and grow.



Instead of Feedback, Try Feedforward to Boost Team Performance

Instead of Feedback, Try Feedforward to Boost Team Performance

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Hope Timberlake