The personal feedback I shared in the last blog came as a result of a structured feedback exercise.
Just recently I was involved in facilitating a two-day graduate programme for a large employer. One of the most valued parts of that training was a structured (set up!) peer feedback exercise.
Giving and receiving feedback in an adhoc way as things happen is a vital skill, especially for managers. There is no reason though that building in feedback to the normal work cycle shouldn’t be done. When it’s systematic and structured it’s often easier for people to receive. Like the graduates’ exercise, they were expecting it; it was part of the programme; therefore it wasn’t personal – or at least it didn’t feel like personal attack!
If you structure feedback to come at the end of every project perhaps, or as part of a fortnightly line-manager/team member one-to-one, it’s much easier to prepare well both to give and receive with an open, constructive attitude.
Finding a good process for feedback is also extremely helpful. My favourite at the moment is the commonly-used ‘WWW / EBI’ format.
What went well. Even better if.
I’d love to hear it you have any others that you find work well.