In this field, it is very important for you to be able to give and provide feedback in a constructive and supporting way. This is how you grow as a human and as a worker and how you establish positive relationships with your fellow workers and peers. The constructive feedback that we discuss in this class is not in the context of the helping relationship. It is in the context of professional relationships. Establishing these kinds of relationships is what we do in this class.

Start with the video below about how to provide feedback at work and then review the 8 steps that follow. Think about your own strengths and weaknesses as they relate to these steps. Some might be hard to hear as they might sound like you. That’s OK! We can all related to the steps outlined below. The point is to identify where you need to put some energy to improve.

In this field, we focus on the use of constructive feedback . Constructive feedback is

1. Descriptive rather than evaluative. Describe the impact of what the person has said on you or your own observation of the facts rather than judging the person or what they are saying as good or bad. Separating the person from the behaviour or the circumstance is less likely to make people feel defensive. In doing this you are protecting the inherent worth and value of the person despite as separate from their behaviours.
   • E.g. I’m not sure what to do as the assignment needs to be submitted by Sunday instead of “You’re not participating in this group assignment”
2. Specific rather than general. Connect your feeling or your opinion to something concrete and observable.
   • Saying “You’re distracted” is not as helpful as saying “In the interaction you did not seem to be listening to what the other person was saying as your eyes were down”
3. Considers the needs of both the receiver and giver of feedback. Feedback can backfire when it is only about expressing ourselves.  It  should be given with the intention of helping both people in the interaction and not to hurt.
   • Check in with yourself before you give feedback. Do you have the person’s best interests and the interests of the relationship in mind or are you just venting? If your feelings are getting in the way of being able to provide constructive feedback, wait, calm yourself, breathe, think, and then respond. Sometime this won’t work and you may have to save the feedback for a time when you can be constructive.  You’re only human!
4. Directed toward changeable behaviours that the receiver can do something about.
   • For example you would not necessarily give feedback about a disability that the person is living with as this may not be something that they can (or want) to change. Focus on something that is in their control.
5. Solicited rather than imposed. Give people  control over whether they want to hear the feedback. Feedback is much more helpful as welcomed when the person has asked for it.
   • Sometimes this might mean asking permission to give it. e.g. “Would you like to hear some feedback?”
6. Well timed. In general, feedback is most useful earlier than later. It may also be useful to find an appropriate private time or a time when the person is ready to hear the feedback.

For example, avoid giving feedback if the person not feeling well, if it’s just after work when people tend to feel tired or hungry, etc… ask yourself, “Is this the right time to talk about this?”

7. Given in limited amounts of information that the receiver can use. Try not to overload the person with too many observations. One small thing at a time that they can do something about will be received more readily.

For example, “I’ve noticed that you tend to fidget a lot when you’re listening” instead of “You need to watch your body language, use more paraphrasing, lean in more….” etc…

8. Well thought out before being offered.  Think about what you want to say, why you want to say it, whether what you want to say meets the above criteria and whether you think it will actually be helpful before you say it. Sometimes this short reflection will determine whether you say anything at all or what you chose to address.

Read THIS to learn more about giving constructive feedback. 

Check your cultural bias!

Although some of the recommendations above work across cultures, these criteria tend to reflect a very western style of communication i that they are direct and assertive. Keep in mind that providing and receiving feedback varies around the world. Be sure to not make assumptions about what will work. It’s helpful to be curious about other people’s communication styles and take this into consideration when providing feedback.

Read THIS to learn more about cross cultural communication styles.

Watch THIS VIDEO to listen to American and Chinese students talk openly about how their different communication styles and personalities create barriers to communication