Constructive feedback enables an individual to recognize certain blind spots that, when addressed, can aid in their overall improvement and progress. Let’s consider the following situations to put this in perspective:

• You are working with a lead that excels in technical areas but struggles with leading a team. This disturbs overall team dynamics.
• Project deliverables are being impacted because one of your team members is not functioning at their best.
• You have expectations from your manager that may improve your performance and help you advance, but you are not receiving the necessary guidance or input.
• You function in a space where your manager/lead practices a high degree of delegation.  This is pushing back your deadlines and burning you out.

This list is not exhaustive, and I am sure you will have more scenarios to add.  The common factor linking all of them is that you have something to provide as feedback that can help in each of the above scenarios. If you are someone who has taken that step and provided your feedback, then kudos to you. Please do share your experience in the comments section.

For the rest, who are still debating whether to take that step or not, perhaps you feel troubled by the following:

• Lack of confidence to discuss the feedback
• Fear of putting a relationship at stake which may take a wrong turn
• Facing a dilemma if you can provide lateral or upward feedback
• Lack of clarity in how to proceed

If you answered any of the above as “Yes”, then you should continue to read  ahead and understand the “Why” and “How” of the constructive feedback process:

WHY

• When it comes to providing feedback, most of us are genetically wired to give only positive comments. In the bargain, we deprive the other person of the opportunity to examine their shortcomings and work on becoming a better version of themselves.  
• By providing real time feedback, we are giving the person an opportunity to make necessary adjustments/corrections to their working style which will not only help them manage the challenge at hand, but also help them in the long run. If someone does not point out blind spots, the person will continue in his current state, and this will become their style, which may not necessarily be  ideal.  

HOW

• The first and the most important step is to convince yourself that it is important to deliver that feedback.
• Once you have made a decision, list down the observed behaviors & it’s impact in the short and long term.
• Choose an appropriate mode of communication. The most preferred one is always face to face, however depending on your situation, you can opt  for email, voice call, chat, etc.
• Choose an appropriate setting – For e.g., sensitive discussions occur in a closed room.  Also, look for an appropriate time – For e.g., the recipient may not be in the right frame of mind to receive feedback if they are in the middle of an important task or in a hurry to get somewhere.
• Use specific examples during the conversation to explain your observation, and the benefits it can offer when corrected.  During the conversation, target the behavior and not the person. Remember to keep this separate to avoid a defensive reaction.
• Once it’s done, check with the individual about the relevance of the feedback.
• Provide encouragement when you notice visible changes based on the feedback.

Remember, by completing this exercise you have made a crucial step towards influencing someone’s growth trajectory. This will also help in better management of current deliverables and overall team dynamics. The good news is that you can do all of this without jeopardizing your relationship as long you are able to manage the overall “HOW” process effectively and convey that you are addressing traits and not criticizing the person.

I hope this read will give you the confidence to make a difference in someone’s growth by highlighting their areas of improvement. I look forward to reading your experience in the comments section.

P.S: There are chances that the other person may not be receptive to your feedback. Please be assured that this doesn’t dent your confidence in delivering the correct message. Both, you, and the recipient of your feedback will see the benefits in the long run. Receiving feedback is also an important skill and we will talk more about it in one of the upcoming posts.