Global searching is not enabled.
Skip to main content

Being Effective in Providing Feedback

Completion requirements

Positive vs. Negative Feedback

Positive feedback is more readily and accurately perceived than negative feedback. Furthermore, while positive feedback is almost always accepted, the negative variety often meets resistance. Why? The logical answer seems to be that people want to hear good news and block out the bad. Positive feedback fits what most people wish to hear and already believe about themselves.

Does this mean that you should avoid giving negative feedback? No!

Click here to view a video on giving and receiving feedback .

Feedback Model

Paul J Jerome, in his book “Coaching through effective feedback” shares a model that can be effectively applied to give positive feedback, negative feedback and neutral feedback in a constructive manner.

Step 1: Describe the Current Behaviour - Describe the current behaviour that you want to reinforce or redirect to improve the situation or the performance of the individual. Be very specific. Focus on behaviour and not personality, attitude or characteristics.

Step 2: Identify the Situation - Identify the specific situation where you observed this behaviour. Be factual, give date and time if required or describe the event.

Step 3: Describe the Impact Of The Consequences Of The Behaviour - Describe the impact or consequences of the behaviour to the person. Be precise and objective. Include the consequences for the business/job/organization as well as the consequences for the individual/person.

Step 4: Identify Alternative Behaviour/Corrective Action - Discuss alternative behaviour that the person can consider for future purposes. Also consider what corrective action should be taken to rectify or improve the current situation/consequences.

Click here to view a video on how to give feedback.