I think we’ve all been in a position where we’ve received feedback from someone that was either:
Completely vague (“you’re doing great” or “I’d like to see more effort from you”)
Inaccurate/harmful (receiving feedback on work your team didn’t do or worse, feedback that feels like a personal attack on you)
Not given at the right time (something that happened weeks/months ago or when you’re having a particularly difficult day)
As leaders, good feedback not only helps your team grow but helps leaders in other organizations improve their teams too. For example, if one of your directs needs more specific information on support tickets, providing feedback to the leader of the support team will not just help that one engineer; you’re also helping the entire team and anyone else who interacts with them.
Whenever I need to deliver feedback, I always ask myself four questions:
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