“Do it better!”
How would you feel if your boss gave you this feedback after a big presentation that you’d slaved over? How would it affect your motivation?
Probably not great. And most likely confused about how exactly you should do it better.
Giving valuable feedback isn’t easy. However, for feedback to be of real value, it’s got to be clear and concrete. Furthermore, it should provide guidance and be delivered with a Human Touch.
Incidentally, nothing is more demotivating than feedback that doesn’t provide clear direction – especially if you’ve invested a lot of time and effort (e.g. a presentation). Here are “6 Ways You Don’t Want to Give Feedback“.
5 INGREDIENTS TO MAKE IT MOTIVATING
To help you motivate your collaborators through your feedback, here are five feedback exchanges with key (missing) ingredients:
Feedback Exchange 1:
Boss (B): “I’m sorry, but you need to give better presentations…”
Direct Report (DR): “Ummm…OK. So how do you want me to do it differently?”
B: “You need more current facts and figures so that we can see your research is relevant to our current situation.”
What Key Ingredient is missing from the boss’ first statement?
- Clear Wish.
Feedback Exchange 2:
DR: “Sure. Can you give me an example of what you mean exactly?”
B: “Yes. The presentation you gave on last year’s final results comparing our figures of the last three years with the same figures of our competitors was helpful to understand the overall business climate.
DR: “Oh, OK. I can do more comparisons like that, sure.”
What Key Ingredient is still missing for the direct report?
2. Concrete Example.
Feedback Exchange 3:
DR: “So next time will you tell me if I do it the way you like? Or if something is still missing for you?”
B: “Yes, I’ll make sure and tell you in either case.”
DR: “Great. That way I’ll know if I’m on the right track.”
What Key Ingredient does the direct report need for measuring progress?
3. Follow-Up Feedback.
Feedback Exchange 4:
DR: “As I prepare presentations quite often it’s going to take me a lot of time to do this extra research…so do you really think it’s absolutely necessary to change my style? I mean, is the extra benefit really big enough?”
B: “Absolutely. With current information at hand you’ll be much more convincing. You’ll gain a lot of credibility with your peers and superiors, as well!”
What Key Ingredient does the boss use to convince the direct report?
4. Clear Benefit.
Feedback Exchange 5:
DR: “And during busy periods do I have your understanding if I fall behind on my other work – I’m sure I’ll need more time for the extra research.”
B: “Yes, of course. Please come to me during these times and we can look at your other tasks and together decide if we need to re-prioritize.”
What final Key Ingredient does the direct report need to make this improvement?
5. Support from Above.
If by chance you need to motivate your collaborators to ACTION, here are:
Carbs, protein, vitamins. These are a few of the key elements that provide you the sustenance to live and prosper. It’s no different for feedback.
In summation, here are the five key ingredients in the form of five concrete tips:
- Tell them exactly what you’d like.
- Take one from their best moments (for full motivation).
- Give praise and/or constructive criticism.
- Tell them specifically why it’s in their best interest.
- Offer your full support to enable them.
What key ingredient is missing for you? What tip can you add to these?