Feedback methods

Stop Start Continue

This is a great way to give feedback focused on behaviour while ensuring you keep the right mix of constructive and positive feedback.

– Tell your colleague one thing that they should stop doing,– one thing that they should start doing,– and one thing that they should continue doing.

The “I” method

You should always give feedback from your perspective. If this is something you struggle with, you can practice by using the I-method. This approach to feedback helps you avoid labelling the person.

Say, “I was angry and hurt when you criticised my idea in front of the group” rather than “You were insensitive yesterday.” This helps your colleague see how their behaviour is directly affecting you.

Feedback Notes

This is a way of giving feedback in a group. Ask everyone in your team to write down the name of each person they are addressing and complete the following two sentences for that person. Use the principles for effective feedback.

Here’s an example:
To _____: What I appreciate most about you is… What I would like to see more from you is… Signed, _____.

In a group, each participant completes the above sentences using one post-it for each participant in the group. Once all participants in a group are done writing, they deliver the feedback, one-by-one, verbally, handing the post-it note to its addressee afterwards.

Strongest Impression Feedback

Especially if you want to give feedback quickly or to people you don’t know that well yet, this is a great method. Tell your colleague what your strongest impression of them is (today/this month/regarding this project/in general).

Examples:
– My strongest impression of you is that you are very goal-driven.
– My strongest impression of you today is that you have a lot of positive energy to bring to the group.

3×3 Method

Consider providing three areas of strengths and three areas of potential development in all feedback meetings. Again, this helps you balance positive with constructive feedback while limiting the number to 3 points each, which will help your colleague focus on clear areas they can improve on.

Keeping your ideas on improvement and strengths succinct also means that it’s more likely they will remember them all. One thing to be mindful of is that getting feedback is much easier when you’ve asked for it. The intention is clear and it’s typically experienced as more “helpful” than when you get it without a warning. So why don’t you encourage colleagues to give you feedback and ask them if they'd appreciate feedback in return?