Do Not Give Feedback Unless
Updated: Mar 27
One important lever to enhance performance and foster collaboration is to develop a feedback culture. Feedback helps understand what we do right or wrong. It helps to get a clearer idea of our stakeholders' expectations. It is a sign of recognition. Better negative feedback than no feedback at all. But better no feedback than bad feedback. Yet, in my long experience, I have seen a lot of bad feedback practices.
There are a lot of feedback models out there and I am sure you have been trained on at least one of them. While helpful, these models can do more harm than good, when applied mechanically. My advice when it comes to feedback: no matter what you say or how you say it, check WHY you say it. Is your intention PURE? If it is, then go for it. If not, pause.
What is a pure intention? To recognise efforts, to help the person progress, to show appreciation, to demonstrate understanding for a potential mistake, to ask for improvement, to show trust.
What is not pure? Venting off frustration, relieving anger, criticising, proving you are right. If your intention is pure, you will find the right tone and the right words. If not, work on it and hold off in the meantime. This is a very good exercise to test your own resilience and your true