Communicating feedback to employees is all about learning, but the learner controls the learning environment, and they have to want to learn how to take feedback in order to be successful.

The learner must perceive a need–if the learner already thinks they know it all, then they won’t be ready to learn from you.  Let them create their own need by failing a couple of times first.

Feedback can be either written or verbal. I use both. Usually a mix of clear concise written feedback incorporating comments about where they can improve along with areas they should continue works best.

Scoring each area on a scale also works in clarifying the feedback.  Feedback has to be accurate showing you observed them closely and made good written and mental notes.

Describe what happened but don’t make general comments when giving feedback. It is much better to say exactly what was done well, or what could be improved upon. By providing specific examples, the learner knows exactly where to focus their efforts in order to improve.

As a general rule, people enjoy getting positive feedback and don’t like hearing too much negative feedback.  Providing positive feedback shows support in their efforts and fosters more open learning.  Often when you address someone’s strengths, the flip side is a weakness that they notice on their own.  Start your feedback with positive statements. As I like to say, “two strokes for one poke,” meaning for each negative they have to work on, we give them two positives they should maintain.

Keep in mind that the message delivered isn’t always the message received.  Check to ensure that your perceptions are accurate with them also using the aforementioned methods.  Not only does it ensure you are both on the same page, but it also helps to ensure the feedback sinks in.  When the learner states they agree with your feedback, you know they’ve absorbed it. If the learner disagrees, or is confused with any of the feedback, discuss it until they are clear.

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If Monkeys could be Business Mentors

I threw out the corporate 360 Reviews years ago in favor of something I made up that I call ‘Monkeys Looking Sideways’.

Years ago at a seminar I heard a story about monkeys in a tree.  When the monkey at the top looked down all he saw was smiling monkeys looking up.  However, the monkeys below had an entirely different view.

It was at this seminar that I thought about doing 360 Reviews live and in front of the rest of the team.  I always try to build teams that embrace healthy conflict and that want to build more trust.  Well open communication like this takes trust up to an awesome level.  I built this exercise so everyone on a team would know what everyone else thought and they’d hear it in person so they could grow together.

The Monkeys Looking Sideways exercise works like this.

Essentially it is a verbal, in person, group 360 feedback. Ideally get everyone out of the office for a half to a full day.  It’s a great exercise to do on company or team retreats too.

1) Give everyone 1 pad of Post It Notes and a pen.
2) Do the review of the groups leader or CEO first.
3) Have each person write down the TOP 5 things that the person being reviewed:

a) Should continue
b) Should improve on

4) Then with the person being review staying in their seats, have one person at a time stand up and read out each post it note.  Start with all the positives first and then they read the stuff to work on second.
5) The person being reviewed can only say thank you or ask a clarifying question.  There is no debate.
6) Have all of the Post It Notes put up on a flip chart and give them to the person being reviewed so they can type them up and refer to them in their one-on-one coaching meetings with their supervisor over the year to keep working on improving.
7) Repeat the process for each person in the room.

This exercise done properly takes about 45 min per person but will be way more effective than the garbage that comes out of any online or 3rd party 360 Review Process.

In addition to using it in your company try it with an EO, YPO Forum or TEC/Vistage group on a retreat too.  It’d be awesome…