{"id":2339,"date":"2022-04-01T00:02:39","date_gmt":"2022-03-31T22:02:39","guid":{"rendered":"https:\/\/joannearchibald.com\/?p=2339"},"modified":"2022-03-11T10:14:46","modified_gmt":"2022-03-11T09:14:46","slug":"giving-constructive-feedback","status":"publish","type":"post","link":"https:\/\/joannearchibald.com\/fr\/blog\/giving-constructive-feedback\/","title":{"rendered":"Giving constructive feedback"},"content":{"rendered":"
    \n
  1. Aim for balance. <\/strong>No-one wants an uninterrupted flow of criticism during an appraisal, but neither do we really want a shower of praise. One kills morale and motivation, the other is mood-boosting, but offers no opportunities for growth. When offering feedback \u2013 both professionally and personally \u2013 aim for a balance between what the person did well and what they can still improve.<\/li>\n
  2. Get specific. <\/strong>Blanket statements like \u201cYou do great presentations\u201d or \u201cYou don\u2019t run meetings well\u201d are unhelpful and sometimes confusing. Tell the person you are evaluating what makes their presentations so engaging \u2013 so that they continue to do them that way and even develop their technique! Tell the person what it is about meetings with them that doesn\u2019t work for you \u2013 maybe they always run over time, there are no agenda or minutes, conversation is allowed to become a free-for-all. Making feedback specific makes it easier for them to turn comments into action points.<\/li>\n
  3. Offer suggestions. <\/strong>Speaking of action, don\u2019t leave a person dangling with a couple of \u201cwell-done\u201d and \u201cmust try harder\u201d lists, make concrete suggestions to help them improve. If your teen really needs to level up their algebra, make the point then suggest a few ways they could work towards this goal. If your manager (360\u00b0 feedback exists!) seems distant and unapproachable, make this point gently and suggest a weekly one-to-one meeting and perhaps a monthly team lunch.<\/li>\n<\/ol>\n","protected":false},"excerpt":{"rendered":"

    Aim for balance. No-one wants an uninterrupted flow of criticism during an appraisal, but neither do we really want a shower of praise. One kills morale and motivation, the other is mood-boosting, but offers no opportunities for growth. When offering feedback \u2013 both professionally and personally \u2013 aim for a balance between what the person […]<\/p>\n","protected":false},"author":1,"featured_media":2340,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_exactmetrics_skip_tracking":false,"_exactmetrics_sitenote_active":false,"_exactmetrics_sitenote_note":"","_exactmetrics_sitenote_category":0,"footnotes":""},"categories":[333],"tags":[423,422,363,420,419,424,416,421],"class_list":["post-2339","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-top-tips-coaching","tag-assessment","tag-blame","tag-criticism","tag-evaluations","tag-feedback","tag-improvement","tag-management","tag-praise"],"yoast_head":"\nGiving constructive feedback - Joanne Archibald | Coaching<\/title>\n<meta name=\"description\" content=\"3 tips for Giving constructive feedback.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/joannearchibald.com\/blog\/giving-constructive-feedback\/\" \/>\n<meta property=\"og:locale\" content=\"fr_FR\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Giving constructive feedback - 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