BASKENT

UNIVERSITY

LEADERSHIP SUMMER SCHOOL
08
Ankara, Turkiye
Feeback Methods
BASKENT
UNIVERSITY
PREPARATION FOR FEEDBACK
Before giving feedback, think of the following
Does the person understand what his or her job is?
Does the person fully understand your expectations?
Has the person performed up to your expectations in the
past? If yes, what do you think has caused the dip in
performance?
Is the person overqualified? Under-qualified?
Does the person know that there is a problem?
Are you or others in the organization contributing to the
problem?
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UNIVERSITY
HOW TO GIVE FEEDBACK #1
Give feedback in private - directly to the person concerned.
Give feedback as soon after performance as possible, but not when
the people are still emotionally engaged.
Comment on the behavior, not the person.
Be specific and use concrete examples.
Feedback does not equal criticism in the negative sense. Therefore
also include positive perceptions and feelings (PNP).
Feedback should work vice versa, i.e. also in hierarchical relations,
the partner should be able to answer the same way.
Perceptions should be communicated as perceptions and feelings
should be communicated as feelings, not as facts.

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UNIVERSITY
HOW TO GIVE FEEDBACK #2
Feedback shall not analyze. Do not try to be a psychologist. Tell what
you note, feel, see or hear.
Feedback should be formulated as precise as possible and detailed
enough.
Feedback shall only include as much as your partner can grasp in a
concrete situation.
Ask questions for understanding.
Summarize and express your support.
Follow up (check if the behavior/performance improved).


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THINGS TO AVOID
Sugarcoat negative feedback. this will just leave them confused
Avoid the conversation until youve had it up to here. no good
comes out of conversation when you are emotional/angry
Give positive feedback without specifics. it sounds dishonest,
empty flattery
Mistake valid reasons for excuses. sometimes there are real
reasons for some thing - don't miss those.
Tell someone whats going on inside his head. One of the worst
things to say is "I know what you think/thought". No, you don't. Mind-
reading is a hoax.
Give feedback only when there is a problem. people will learn that
after "you are a real team player, ...", you will follow with ", BUT ..."
Use sarcasm to make a point. humor is great, but sarcasm in
feedback is too dangerous to play with.
BASKENT
UNIVERSITY
HOW TO RECEIVE FEEDBACK

Listen, dont interrupt
Except the feedback (dont defend or argue)
Ask for clarification
Thank for the feedback
Evaluate feedback for yourself and follow up if
needed