We all need specific feedback!
The other day my wife and our 4-year-old granddaughter were coloring together. My wife said, “You did a good job.” My granddaughter smiled, then asked, “what did I do a good job doing?”
When I heard this interaction, it reminded me we all need feedback, both positive and negative, but even more importantly, we need the feedback to be specific.
So many times, I have coached this concept to adults, and here was a four-year-old little girl asking for this very thing. Everyone needs to receive specific feedback. Our feedback to our employees, family members, friends, should be specific and provided in a positive manner.
“Great job”, “Looks good”, “well done:” are all nice to say and to receive, but a person needs to know specifically what they have done a good job doing. Though these words make you feel good, you cannot build upon them. Instead, it should be “Good job on how you handled that customer complaint”, or “well done on the sale pitch.” In this case, it should have been “Good job on coloring within the lines.”
Providing feedback is not always a formal affair. It can happen in passing and delivered in just a few seconds. It also needs to be delivered in a positive manner. Even negative feedback can be delivered in a positive way, and the person will appreciate it. However, it does take practice. The next time you see and think “they are doing a good job on…”, take a few seconds and tell the person they are doing a good job, and why you think so. You will see it will make a difference in their morale and their work.
Feedback is a part of the performance management model. As managers or leaders, this should be a natural part of your leadership style. Take the time to give specific feedback. The recipient will appreciate it.
Prime Leadership & Development 