When to Give Feedback: 3 Leaders Rule

By Anum Bukhari, Manager Consulting Solutions

“When” feedback often indicates the content or “what” of the feedback on colleagues, family, friends, and even strangers. Paying attention to “when” can increase the likelihood that feedback will provide you.

Let’s give the leaders some rules to improve the “timing of feedback.”

Rule #1-Evaluate the Audience

When you pay attention to the type of audience you’re giving feedback to, you need to take into consideration a few things, such as the actual location of the conversation, the location of the participant, cultural issues, channels, rules and timing. If you have feedback, it will be difficult for the recipient to hear.

People who face directly may feel unnecessarily intimidated or give the recipient a “bad” feeling.

Can I deliver messages in a more convenient environment? Take a walk, sit on the sofa, and work where you can work by hand, such as washing dishes while talking. Feedback recipients can be placed in a welcoming space and feel comfortable and more open to feedback.

Rule #2 – Real Time Reviews

Feedback should be ongoing, not annual. we have been talking about many things we have been doing for years and we have been looking forward to it.  They hope to give more specific examples with better notes. It is a great experience. Responsibility for progress is owned by the feedback recipient and has an administrator.

Rule #3 – Consider Your Intent

The manager is very helpful in situations and very frustrated. My first question is, “What is your intention?” This is my first question. I do not know what I should do. More about you than staff. Conversations are prepared when we focus on how we can be clear about our intentions and help others. You may decide that you do not need a conversation. Clearly speaking about positive intentions (sometimes only a few minutes) to prepare for time can make conversation smoother and more productive.

Conclusion

As you prepare for future feedback dialogues, I hope you will consider the settings for more dialogue, and promote your positive intentions. If you have any other ideas on how to negotiate “when” of feedback, please share it in your feedback.

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