Lesson notes, exercises, downloads, and recommended reading are below the video. On mobile, the video will rescale when you play it.

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

Other videos in this section include:
🎬 Bias in Feedback https://youtu.be/rjBX_rmHdO4
🎬 How to Do a Performance Turnaround https://youtu.be/1OPXtt1eo2M

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)

Free Resources
🧰 CPD Tools – https://gum.co/MC-CPD
Paid resources
🧳 Management Courses Onboarding Kit – https://gum.co/MC-ObK ($3)

📖 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)

You can record your Management Courses CPD points on our free, downloadable CPD record log.
📓 Download it at: https://gum.co/MC-CPD
Each video has two levels of MC CPD points. For this video:
– If you simply watched the video, record 2 MC CPD points
– If you also carried out all of the recommended exercises, score a total of 4 MC CPD points

#ManagementCourses #Feedback #FeedbackFailure


Masters of Feedback: Ken Blanchard & Spencer Johnson – One Minute Feedback
Masters of Feedback: Rick Maurer – Feedback Toolkit
How to Do a Performance Turnaround – 6-step process [Feedback Challenges]
Feedback Challenges: Bias in Feedback
What is Diamond Feeback?
What is 360-Degree Feedback? And a 4-step Process.
Receiving Feedback: Acting on Feedback – 8 Steps
How to Receive Feedback
Receiving Feedback: How to Ask for Feedback
My Top Tips for Giving Great Performance Feedback: Give your Feedback a BOOST
What is the Starfish Model for Giving Feedback?
Masters of Feedback: Kim Cameron – Positive Feedback
Why You Should Never Use the Feedback Sandwich – swap to the Feedback Burger
How to Give Formal Performance Feedback: 8-step Feedback Process
How to Plan Your Feedback: 10 Question Process
When and Where to Give Feedback
Types of Performance Feedback: 8 Varieties
The Principles of Performance Feedback: Feedback Principles that set the BAR high
What is Feedback? And Why Does it Matter?

Mike Clayton

About Mike Clayton 

Dr Mike Clayton is a (former) Project Manager and now a management educator. Having trained thousands of people at live workshops, seminars, and conferences, he now delivers training mainly via video. He has 14 books with international publishers and runs two successful YouTube channels. He is also the founder of OnlinePMCourses.com

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