FEEDBACK​

Key factors

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Feedback Impact Zones

Development: Feedback promotes high-speed skills development.

Conflict prevention and resolution: dissatisfaction and issues do not have time to pile up, people can discuss all issues and find agreement

Efficiency: Helps you make better decisions

Increased Motivation: Increases employee motivation and confidence.

Innovation: helps find non-standard solutions

Factor 1 - Regularity

Regular feedback allows employees to receive ongoing feedback on their performance, creating an environment for continuous learning, support

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Frequent feedback maintains motivation and reinforces positive changes.

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Example: Weekly meetings with the manager to discuss current progress and areas for improvement.

Factor 2 - Timely feedback

Timely feedback maximizes the learning effect and allows you to make the right decisions at the right time .

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The faster feedback is given after a specific situation, the higher the effectiveness.

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Example: Immediately after the presentation, the manager provides feedback, highlighting strengths and areas for development, helping the employee immediately consolidate new experience.

Factor 2 - Timely feedback

Consequences of Feedback Absence

Undermining self-esteem: lack of response is perceived as hidden criticism, causing self-doubt.

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Escalating tension: misunderstandings grow, creating distrust and alienation.

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Communication dissonance: Conflicting signals create a feeling of being "trapped."

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Communication breakdown: Without feedback, a person cannot understand expectations and improve their behavior.

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Increased anxiety and stress: Lack of clarity triggers negative reactions and defensive behavior.

"The Pragmatics of Human Communication" by Paul Watzlawick

Factor 3 - feedback framework

Example: "At yesterday's meeting ( Situation ), you presented an inconsistent report ( Behavior ), which confused the team (Influence).

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Let's review the report together before the next meeting ( Action )."

Situation: Describe a specific moment.

Action: Propose a change

Impact: Talk about the consequences of this behavior.

Behavior: State what the employee did.

Using structured frameworks such as SBIA (Situation- Behaivor -Impact-Action):

Supportive feedback

Purpose: To support and reinforce positive employee behavior or achievements.

When to use: When an employee demonstrates desired skills, results, or behaviors that need to be reinforced and rewarded.

Advantages:

Increases employee motivation and confidence.

Promotes the strengthening of positive actions and skills.

Example: "You did a great job with your presentation. (Situation) Your ability to clearly and confidently convey information (Behavior) made a big impression on clients (Influence). Let's build on that success at our next client meeting (Action)"

Types of feedback:

Corrective feedback

Goal: To correct undesirable behavior or to help an employee develop specific skills.

When to use: When you need to adjust an employee's actions or behavior to achieve better results.

Advantages:

Helps the employee recognize areas that require improvement.

Creates opportunities for learning and professional growth.

Example: "I noticed there were some errors in the last report. Let's discuss how we can improve this process to avoid similar errors in the future."

Types of feedback:

Balance between supportive and corrective feedback

Important: Find a balance between these types of feedback to keep employees motivated while helping them develop and improve.

The Golden Rule: Aim for a 3:1 balance—three positive feedback loops for every one corrective.

(Mark Losada's study of successful teams)

What happens when feedback is infrequent?

Infrequent feedback (once a year or two) loses its effectiveness:

Example: An employee made the same mistakes throughout the year, but received feedback only at the end of the year, which meant he was unable to correct his actions in a timely manner.

Lost Time: Opportunities for growth and improvement are missed, skills remain stagnant.

Difficulty remembering: The employee does not remember specific details, which makes it difficult to learn and develop.

Accumulation and speculation: The employee speculates about the causes and consequences of their behavior, which can lead to incorrect conclusions and losses in development.

Consequences of ineffective feedback framework

Ineffective feedback (e.g., vague or overly critical) can:

Demotivate: The employee may feel undervalued or unfairly assessed.

Create stress: Constant criticism without suggestions for improvement causes stress and reduces productivity.

Lead to misunderstanding: If feedback is too general, the employee may misinterpret what specifically needs to be changed.

Example: The phrase "You must work better" does not provide a specific direction for development, raising more questions than answers.