Feedback Failure: What if Your Feedback Doesn’t go to Plan?
Feedback can start to seem routine, in a well-run team. But feedback doesn’t always go to plan. In this video, we’ll look at four of the most common reasons why feedback doesn’t go to plan – and what to do about each type of feedback failure.
Watching this video is worth 2 Management Courses CPD Points*.
🔎 See below for details
This video is part of course module number 3.8.5
Program 3: Managing & Leading Individuals
Course 8: Feedback
Section 5: Feedback Challenges
Your colleague doesn’t want to listen to your feedback
By the time you need to give your performance feedback, it’s too late. You need to establish the right culture in your team from day one. Each person needs to trust that your judgment is sound, your feedback well-meaning, and their career is safe with you as their leader.
You need to start to win their trust and confidence:
1. Your interest is in them – not yourself
2. Your observations are valid and relevant
3. They can share confidential matters with you
4. They can rely on you
Your colleague won’t accept your observations
Did you prepare properly and test the evidence you wanted to present? If you did not, then you are as much at fault and it may be best to listen to their response, accept it, and commit to observing more carefully.
If, however, you are confident in your observations, there are three common reasons:
Reason 1: You Did not Establish Rapport
Reason 2: You weren’t Specific enough
Reason 3: They Don’t trust your Observations or Motivations
Your colleague rejects responsibility
Some people don’t want to take responsibility for the outcomes they get:
• It was her or his fault
• I didn’t have time, resources, experience
• Events were out of my control
Help them to understand the causal links between what they did and the results they got. Be open about the role of chance, of others, and of genuine constraints. But show them how alternative choices could have had different outcomes.
Your colleague gets upset
Be respectful of their emotional response. Listen to their worries. Offer your support. Above all, avoid easy responses. If you ask them to explain what’s making them upset, you get two advantages:
1. By talking about our emotions, and being listened to, we develop trust, but also start to replace our emotional state with a more resourceful analytical mindset
2. When they tell you what’s making them upset, you’ll learn more about what you can do that will help them to perform better.
I hope you won’t need this. But, probably at some time, you will.
If this has happened before…
1. Think back to the time and assess what the problem was. How did you handle it? Consider what else you could have done. What do you learn? (2 MC CPD Points)
Or, if this hasn’t happened before…
2. Think about which scenario concerns you most. What signs will you notice? What are your options for handling it? (2 MC CPD Points)
📖 Feedback (and Other Dirty Words): Why We Fear It, How to Fix It https://geni.us/Pg4gk
📖 Thanks for the Feedback: The Science and Art of Receiving Feedback Well https://geni.us/OtdDnSy
📖 HBR Guide to Delivering Effective Feedback https://geni.us/h0cN
📖 Feedback Pocketbook https://geni.us/D8Ar
📖 Feedback Toolkit: 16 Tools for Better Communication in the Workplace https://geni.us/x8TGT4
⭕️ Links to our book recommendations are affiliated through Amazon
Managers Need a Basic set of kit to do your job well. Here are my top recommendations: https://kit.co/MikeClayton/manager-s-work-kit (the links are affiliated)
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