“Do it better!”
How would you feel if your boss gave you this feedback after a big presentation?
How would it affect your motivation?
Not great. And you’d most likely be confused about how to 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 Motivating Ingredients
To help you motivate your collaborators through your feedback, here are 5 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.
5 Concrete Tips + Call To Action
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 5 key ingredients in the form of 5 concrete tips:
- Tell them exactly what you’d like.
- Take one from their best moments.
- Give praise and/or constructive criticism.
- Tell them specifically why it’s in their best interest.
- Offer your full support to enable them.
If you need to motivate your collaborators to ACTION, here are:
Great article Tim! So true that clear, concrete feedback/communication makes all difference. As a health coach I loved the summary comparing the 5 key communication “ingredients” with key food elements needed to live/thrive ?
Thanks, Tiff. I’m curious – as a Health Coach, which of these key comm ingredients is most important for you?
[…] As we know from The Beatles, the amount you get is equal to the amount you give (for strategies, see How To GIVE Valuable Feedback.) […]
[…] *For tips on how to make it valuable and motivating at the same time, see part 1 of this post How to Give Valuable Feedback. […]