Feedback That Works - Tips for Managers and Leaders
Many a times, I have seen project managers or product managers facing a dilemma on how to give feedback to their team members. The team members could be from the same team or from different teams.
The concern is that the feedback might not be taken well, and the team members might feel offended or challenged.
This situation often arises when the project manager or product manager has a perception that the team is going in the wrong direction.
So, how can you give feedback to your team members without making them feel defensive or challenged?
From my experience, I have learned that it’s essential to give feedback on a one-to-one basis. Avoid giving feedback in front of everyone, as it can increase the person’s defensiveness and make them less receptive to your feedback.
This approach can also lead to resentment and potentially even gang up against you in the future.
Another aspect of giving feedback is to frame your questions properly. Instead of saying “I don’t like X, it’s really bad,” you should rephrase it to “For X, could we try a different approach? Here’s why I think this could be an improvement for this project or product.”
You can also ask questions like “What other solutions or approaches did you consider for X?” or “Why did you choose this path?” This approach helps to make the feedback more constructive and less confrontational.
Before giving feedback, it’s essential to ask the team member if they are looking for feedback. If they say no, it’s best not to share your feedback unless you have a good relationship with them.
It’s also crucial to consider that you might be wrong or have a biased perspective. As humans, we can make mistakes, and our feedback might not always be accurate.
Therefore, it’s essential to have data to support your feedback and to be open to different perspectives.
If you can’t convince someone with your feedback, try making a personal request for help. People are more likely to respond positively to a request for help rather than a criticism.
Additionally, feedback works better when you have a friendly and approachable demeanor. Make an effort to be empathetic and understanding towards your team members, and avoid being confrontational or critical.
Lastly, it’s essential to choose your battles when giving feedback. Consider the office politics and the potential consequences of your feedback.
Be strategic and thoughtful in your approach, and always prioritize maintaining a positive and constructive relationship with your team members.
