leadership tips: giving feedback from mccrudden training

Learn about leadership:

How to give feedback that motivates

The business case for giving feedback:A sense of achievement; being recognised for

your accomplishments and opportunities for growth are all proven to increase staff

motivation.

Well structured feedback can contribute to all of these!

Be sincere:Comment on genuine

achievementsIf you don’t mean it – they will hear it!Go easy on the superlatives

Be specific:

Generic, unspecific feedback (“well done”; “great job”) might make someone feel good; but it’s really short-

lived and won’t influence future behaviour.Commenting on their specific work or behaviour in

feedback focuses their minds on the actions you want to reinforce. It also shows you’ve noticed

exactly what they did and it was important enough to think about how you’ll feedback.

Mention the results/impact:

Referencing the outcome or impact their efforts have had show’s you’ve paid attention to their work. Remember the overall outcome of their efforts might not have been success, but you can still mention the impact their work has

had!

In public?

Some people love public praise, others hate it. Think about who you’re talking to and think about what

they’d like.If you do give public feedback – remember to share the

love around!

Sandwiches are only for lunch:

There’s extensive evidence that feedback sandwiches don’t work – they give off mixed messages.

Keep positive feedback and developmental feedback

separate!

End it well:

We tend to remember the last things people say to us. Don’t de-value your feedback by ending with ‘right, back to work’, or ‘that’s enough of

that’. Let your feedback linger before you change the subject!

The power of the written word:

There is strong evidence that written feedback, especially a hand

written note carries more value to the recipient than a small cash

bonus as a thank you. Ever considered writing people a note?

Create a habit:

Not that kind of habit!With everything else we have to do, giving

feedback easily slips off the ‘to do’ list. On our leadership training we challenge

people to create a feedback habit by starting to give feedback three times a

day, every day.

Do it now:

Feedback given close to the work you’re commenting on has greater impact. Don’t save

it for appraisals – tell them today!

McCrudden Training LtdArcher HouseBritland Estate

Northbourne RoadEastbourneEast SussexBN22 8PW

www.mccrudden-training.co.uk0845 257 5871

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