Feedback is one of the best ways you can help your team improve. From coaching a rep who’s struggling to hit quota to providing guidance on their communication style, timely and constructive feedback can be immensely helpful.

Leadership expert, Ben Brearley, MBA, says giving feedback can often feel difficult, though. You might feel like you’re being confrontational, or you may feel like a bit of an imposter. You’re not perfect in your role, so you don’t feel right calling out others’ shortcomings.

Giving feedback isn’t about being perfect, Brearley says, but about giving people an opportunity to improve. In this issue of PromoPro Daily, we share his best tips for providing feedback.

1. Make it timely. As soon as you’re aware of an issue or an improvement area, deliver the feedback. This gives your team members a chance to improve their performance rather than having no idea and hearing about it months later, Brearley says.

2. Be specific. Use examples of when you observed an issue and mention it directly to those involved. It’s not helpful, Brearley says, to simply say, “You need to work better with your colleagues” if you don’t have any specific examples to describe why this is the case.

3. Relate it back to your company values. Maybe teamwork is one of your company’s core values. Tie this into your feedback so employees can see how their behavior goes against a core value. According to Brearley, company values or a team purpose can be a good reference point for feedback.

4. Avoid the compliment sandwich. Don’t sandwich negative feedback in between two bits of good feedback. Many leaders do this, Brearley says, to try to soften the blow by saying something nice. However, it’s less effective because you’re mixing positive and negative points.

5. Don’t trust gossip. Make sure you verify what you hear before providing feedback on someone’s behaviors. If you can’t, Brearley says it may be wiser to not say anything. Otherwise, it could be someone playing politics to get what they want.

6. Make sure they know next steps. There’s no point in giving feedback that has no outcome, Brearley says. The person on the receiving end of the feedback should know how they can improve.

7. Always consider the good and the bad. Don’t be the type of leader who only delivers bad feedback. Look for opportunities to praise your team members and thank them for their work. Otherwise, Brearley says you’ll earn the reputation of being a leader who only addresses the team when something undesirable has happened.

8. Be honest. Don’t dance around the issue. Say what you mean, even if it’s difficult. If you don’t give honest, clear feedback, you’re not doing any favors for your team members.

When delivered effectively, feedback leads to accountability, alignment on goals and professional growth. If you don’t regularly provide feedback, try embracing it as a more regular, constructive practice. 

Compiled by Audrey Sellers
Source: Ben Brearley, MBA is the founder of Thoughtful Leader. He’s a leadership coach, trainer and consultant.