Giving Feedback: Pack It with Nutritional Value

Imagine you are a chef preparing a meal for your guests. You carefully choose the ingredients, season them with care, and present them with style. You want your guests to enjoy the food and feel satisfied. This is how you should approach giving feedback to your team members: as a chef who wants to nourish their skills and boost their performance.

However, most managers approach feedback as a chore, something to be done reluctantly and quickly. They give feedback that is bland, unappetizing, and often demotivating. This is not the way to improve your team's performance or build their trust.

So, how can you pack your feedback with nutritional value? Here are three concrete examples:

1. Be specific and objective

Don't just tell your team member that their work is "good" or "bad". Give them specific examples of what they did well or what they could improve. Use objective criteria, such as deadlines, quality standards, or customer feedback, to support your feedback. This will make your feedback more credible and actionable.

2. Focus on the future

Instead of dwelling on what went wrong, focus on what can be done differently next time. Encourage your team member to come up with solutions and improvements. This will empower them and show them that you trust their skills and judgment. Also, make sure to acknowledge their strengths and achievements, and how they can leverage them in the future.

3. Be respectful and empathetic

Remember that feedback is a two-way communication. Listen to your team member's perspective and feelings, and acknowledge them. Don't attack them personally or use a condescending tone. Instead, show empathy and understanding, and express your support and willingness to help them. This will create a safe and constructive environment for feedback and growth.