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Management 101
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Management 101
Employee Development

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Giving and Receiving Feedback

Building a culture that supports open and honest feedback helps employees and teams be successful and grow. Feedback should not be limited to an annual or semi-annual review process, but instead you should aim to foster a culture of continuous feedback with your team. A
Zippia
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study showed that 65% of employees want more feedback, and 68% of employees who do receive consistent feedback feel fulfilled in their roles.
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Giving and Receiving Feedback Manager Training
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Key Documents
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Check in with your internal HR or Operations team regarding your company’s specific practices, documents and any other relevant processes.
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Content Overview

Giving Feedback Model
Start with intent: Why you are giving the feedback? e.g. “ Our relationship is important to me” or “ I’m committed to your ongoing development,” then move to Situation, Behavior, Impact:
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Situation
When & where behavior occurred
Be specific about time, place & circumstance
Behavior
Describe the observable behavior as you or others saw it (body language, tone of voice, word choice)
Use objective wording, not judgmental
Impact
Describe what you felt or thought in response to the behavior
Describe your perception to the behavior
Tips for Giving Feedback
Focus on Questions
Be Respectful
Speak for Yourself
Be Honest
Provide Examples
What You Can Do as a Manager
As a manager, you set the tone for your team’s culture around giving and receiving feedback. The more you encourage and model a culture of asking for and providing feedback, the more comfortable your team will grow with this practice, so long as it is done in a constructive, intentional way. You can model this behavior by asking your employees for feedback regularly in 1:1s, sharing positive feedback publicly with your team, and delivering thoughtful, intentional feedback to your employees throughout their development.
Get to know each of your direct reports’ preferences around receiving feedback. Ask them how they like to receive feedback (directly following a situation, in a 1:1, written, verbal etc.) and do your best to honor this. This will allow your employees to feel more comfortable, in control, and receptive to any feedback you may be providing.
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Next Section:
Managing Burnout
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Previous Section:
Hiring to Onboarding
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