7 Mistakes when giving feedback

Numerous managers perceive the act of providing feedback as a daunting and uncomfortable aspect of their roles. Evaluating an individual’s performance often triggers emotional and anxiety-ridden responses.
Feedback is a linchpin in personal and professional development. It acts as a guiding light, illuminating areas for improvement and recognizing strengths. Constructive feedback, when given with empathy and trust, serves as a catalyst for improvement, boosting morale, enhancing skills, and fostering a culture of continuous learning.

Regrettably, some leaders fall into the trap of either avoiding feedback altogether or delivering it in a way that’s less than constructive. That’s precisely why we’ve crafted a list of the 7 most common feedback mistakes. Our aim is to equip leaders and individuals alike with the knowledge to steer clear of these pitfalls, ensuring that feedback becomes a powerful tool for growth and improvement, rather than a hindrance.

Mistake 1: Not building trust
Solution: The first thing a manager should do is to get to know each of your team members — including their career aspirations and goals. Trust fosters an environment where individuals are more receptive to feedback. When people trust the source of feedback, they are more likely to believe that the feedback is well-intentioned and genuinely aimed at their growth.

Mistake 2: Being Too Vague
Solution: Be Specific – Provide concrete examples and details to help the recipient understand exactly what you’re addressing. This clarity aids in actionable improvement.

Mistake 3: Focusing Only on the Negative
Solution: Balance with positives – acknowledge the individual’s strengths and achievements along with areas for improvement. This maintains motivation and morale.

Mistake 4: Using Negative Language
Solution: Choose positive language – Frame feedback in a constructive and positive manner. Use “opportunities for growth” rather than “weaknesses” to maintain a growth-oriented perspective.

Mistake 5: Giving Feedback Publicly
Solution: Offer Feedback privately – address sensitive issues in a one-on-one, private setting to avoid embarrassment and encourage open discussion.

Mistake 6: Making it Personal
Solution: Address behavior, not personality – focus on specific actions or behaviors rather than making it about the individual’s character. This keeps feedback objective and less emotionally charged.

Mistake 7: Providing Feedback once a year
Solution: Regular Feedback – establish a culture of continuous feedback. Regular check-ins and timely feedback allow for ongoing improvement rather than an annual surprise.

In the world of leadership and personal growth, the ability to provide effective feedback is an indispensable skill. Unfortunately, many managers find this aspect of their roles daunting and anxiety-inducing. However, feedback is not a menace but a beacon of growth and development. It offers individuals the chance to learn, evolve, and excel, both personally and professionally.

By recognizing the seven common feedback mistakes and embracing the provided solutions, leaders can transform the way they approach feedback. Building trust, being specific, maintaining balance, using positive language, offering feedback privately, focusing on behavior, and promoting regular check-ins are the cornerstones of a culture of open communication and growth. It’s not about avoiding feedback but rather about making it a powerful tool for positive change. So, let’s embark on this journey of feedback with empathy, trust, and a commitment to continuous improvement.