Feedback Should Be Clear and Actionable, Not “Nice” and Vague

This tip is adapted from “Are You Sugarcoating Your Feedback Without Realizing It?,” by Michael Schaerer and Roderick Swaab

Many managers sugarcoat tough feedback, either to avoid retaliation or to protect employees’ feelings. But research shows that managers tend to overestimate how well employees understand “nice” criticism. To make sure your team members have the clear, actionable feedback they need to grow, do a few things. First, give feedback more often. In addition to annual appraisals, use weekly or monthly check-ins, regular trainings, and in-the-moment comments to talk about employees’ work. The repetition will reinforce your message. Second, avoid language that could obscure your meaning. For example, “likely” and “a real possibility” are phrases that don’t mean the same thing to everyone. Be specific in what you say. Third, after you give feedback, ask employees to paraphrase what they heard, to ensure they understand it. Ideally, they’ll be proactive about asking questions when needed — but if they aren’t, neither of you gets what you need out of the conversation.

Note from Cornerstone Business Solutions:  You’re strongly encouraged to read the entire article.  Most insightful!