hr-adviser.co.uk

• Specific
• Behavioural
• Balanced

Specific:            focus on actual events and real examples, not on general

Behavioural:      focus on the person’s behaviour not their personality

Balanced:          mix positive and negative comments, if possible in a 2:1 ratio 

Helpful                       

Unhelpful                  

Specific

General

Behavioural

Personality

Balanced

Unbalanced

Descriptive

Evaluative

Constructive

Destructive

Focus on feedback recipient

Focus on the feedback giver

Requested

Imposed

Objective

Subjective

Timely

Late / delayed

Sufficient

Too much

Private

Public

Clear

Confused

Open questions

Closed / leading questions

 Why?

• Clarify aims / objectives for individual, team, organisation
• Reinforce good practice / behaviour
• Limit and draw attention to poor behaviour – identify learning needs
• Motivate and encourage – show care, concern and interest
• Contribute to individual, team and organisational learning

How?

• Conducive/comfortable environment
• Focussed without disruptions
• Honest and open
• Active listening
• Mutuality

When?

• Regularly / frequently – catch someone doing something right
• Formally – at least annual appraisal with 4 or 6 monthly reviews
• As soon as possible after a particularly good or bad event
• When something has changed significantly (job, team, context, environment)
• When it’s asked for

For appraisals

• Review past goals and performance
• Set new goals and assessment / review process
• Identify learning and support needs
• Keep records

Resources: free on-line course from BBC Training on Giving & Receiving Feedback