Giving feedback: Difference between revisions

Revision as of 07:57, 21 April 2025

It is not about how the person is, but how it does make us feel and how affects the company

Feedback must be a team culture
Structure your feedback: strengths, improvement areas, strengths
Talk about real facts, determinated actions, instead on judgements and reproaches.
Do not use adverbs that imply objective judgement, such always, never, late, etc
Talk slowly and with a normal tone
Comment the current situation, define an action and propose an expected result
We have to present them facts and ask why is that happening
Avoid discussions that get nowhere
Ensure all treated points are clear
Comment agreed conclusions at the end of the session
How do you like to receive feedback?
Radical candor: direct feedback

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+It is not about how the person is, but how it does make us feel and how affects the company
+* Feedback must be a team culture
+* Structure your feedback: strengths, improvement areas, strengths
+* Talk about real facts, determinated actions, instead on judgements and reproaches.
+* Do not use adverbs that imply objective judgement, such always, never, late, etc
+* Talk slowly and with a normal tone
+* Comment the current situation, define an action and propose an expected result
+* We have to present them facts and ask why is that happening
+* Avoid discussions that get nowhere
+* Ensure all treated points are clear
+* Comment agreed conclusions at the end of the session
+* How do you like to receive feedback?
+* Radical candor: direct feedback
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