Welcome to the World of Feedback

Hi everyone, my name is Heinrich, and welcome to another coffee break with GMAT Sprint. I hope you all had a good week. Today, the weather is super bad here in Germany, and I was sitting alone at my desk, pondering what topic could truly make a difference in your work life. One thing that quickly came to mind is feedback. How to actually give good feedback that is received well and is valuable for the person receiving it.

The Struggle with Feedback

In my experience, many people struggle with this. Throughout my career, I have received my fair share of bad feedback. Bad feedback, for me, is feedback that leaves me feeling worse after the conversation and doesn’t help me improve my actual work. This type of feedback is a disservice to everyone involved; it’s just a lose-lose situation.

Two Managers, Two Approaches

To illustrate this, let me contrast two managers I had during my consulting career. In one instance, I was creating a PowerPoint document, and my manager was reviewing it, as happens almost every day in consulting. He went through the pages and said something like, "I really like this, but we can change this a bit and let’s adjust the text here." He made some changes on paper and handed it back to me with a simple, "Thank you, please improve." Initially, I felt okay about it. He acknowledged my work but also provided constructive suggestions for improvement.

Now, let’s look at another manager. In a similar situation, I was working on a deck, and he looked at a page and bluntly said, "Heinrich, this is complete garbage, please do that again." The impact of that was devastating. I felt like I had created something worthless, which nobody wants to feel. Moreover, it didn’t help me understand how to improve my work.

The Importance of Delivery

This contrast highlights how the delivery of feedback can make a significant difference. It can either help someone build their skills and improve their work or leave them feeling hurt and confused about how to proceed.

Why Feedback Matters Early in Your Career

If you’re in the early years of your career, you might wonder why you need to know how to give feedback. Isn’t it just others who will give feedback to you? While that may be true, there are often instances where you will need to provide feedback yourself. For example, you might find yourself mentoring an intern or participating in feedback sessions with your manager. In many organizations, feedback is a two-way street, and it’s essential to be prepared.

Key Principles of Constructive Feedback

Before diving into a framework for delivering feedback, let’s discuss two crucial principles:

1. Separate the Person from the Action

It’s vital to distinguish between the person and their actions. It’s rarely constructive to say, "You are a bad person" or "You can’t do this job." Such statements are not feedback; they are simply hurtful. Instead, focus on the work or actions. For instance, instead of saying, "You did a crappy job," you might say, "The document you created didn’t meet expectations." This approach keeps the feedback focused on the work rather than attacking the individual.

2. Acknowledge Your Subjectivity

Always remember that your feedback is based on your perception. Use I messages to express your views. For example, say, "I believe this is wrong" or "In my perception, the work you delivered is not meeting the standard." This not only shows humility but also reinforces that your perception is valid, even if others may disagree.

A Framework for Delivering Feedback

Now, let’s explore a four-step framework for delivering feedback effectively. If you follow this structure, you’ll find that most people leave the conversation feeling constructive rather than hurt.

Step 1: State Your Perception

Begin with an I message to clearly state your perception. For example, "I perceived that you did this work, and from my perspective, this is not the way it’s supposed to be." This sets the tone for a constructive conversation.

Step 2: Provide Examples

Next, give specific examples of the behavior or work you’re addressing. This makes your feedback tangible. For instance, you might say, "When I reviewed the document you handed over, I noticed several areas that could be improved."

Step 3: Explain Why It Matters

After providing examples, explain why the feedback is relevant. Help the person understand the importance of making changes. For example, "In consulting, our clients expect the highest quality work. If they see errors, it may lead them to question our attention to detail."

Step 4: Offer Recommendations

Finally, provide actionable advice on how the person can improve. Share tips or strategies that have worked for you. For instance, "I recommend printing out your document to catch errors more easily or using spell-check tools before submission."

Putting It All Together

Let’s see how this framework works in practice. Imagine we’re having a feedback conversation, and I’ve noticed that you frequently make grammatical errors in your work. I might say:

"Hey, I’d like to give you some feedback if that’s okay. I’ve reviewed your work recently, and I’ve noticed several grammatical errors that are more than I would expect for your role. For example, in the document we created yesterday, I found over ten errors that I had to fix. In another instance, the press release you wrote had four errors. This is concerning because our clients expect high-quality work, and errors can undermine their trust in us. To improve, I suggest printing your documents before submission and using spell-check tools to catch mistakes."

Creating a Positive Feedback Culture

By delivering feedback in this manner, you create a positive environment where everyone can learn and grow. It’s essential to foster a culture of feedback in your workplace, where constructive criticism is welcomed and appreciated.

Share Your Experiences

What are your experiences with giving or receiving feedback? Have you found effective ways to communicate your thoughts? I’d love to hear your stories and insights. Leave a comment below!

Track Your Progress with GMAT Sprint

If you found this article helpful, consider using GMAT Sprint to track your progress as you prepare for the GMAT. It’s a fantastic platform that can help you stay organized and focused on your goals.

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💡 Conclusion

In conclusion, mastering the art of giving constructive feedback is a valuable skill that can significantly impact your career and the careers of those around you. By separating the person from the action, acknowledging your subjectivity, and following a structured framework, you can deliver feedback that is both constructive and appreciated. Thank you for joining me today, and I look forward to hearing your thoughts!