Managing the GIFT of feedback; a tool for organisational transformation
Feedback is essential for organizational transformation. Without it, improvement is impossible. Feedback provides the knowledge needed to spur top performance and guides future actions focused on enhancement.
The Importance of Feedback
Feedback is vital whether for an individual, a team, or an entire organization. It breathes life into an organization by fostering communication and should be viewed as one of the most cost-effective gifts available to the business community. Correctly delivered feedback keeps employees aligned with organizational success. However, it is often seen as an awkward task for managers, making its true value problematic.
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Why Feedback is Often Challenging
Many managers find the judgmental aspects of offering feedback, particularly negative feedback, challenging. They fear that what should be a performance improvement opportunity will instead lead to defensive responses and potential conflict.
Delivering Effective Feedback
Be Constructive and Positive
When offering feedback, managers must avoid being harsh, over-critical, or offensive. Rather than viewing feedback as negative, it should be seen as constructive or developmental. Performance issues must be addressed swiftly, but recipients should leave feedback sessions feeling enlightened, not demoralized. Feedback should focus on observed behavior rather than personal attacks.
A useful mantra for new managers is to “accentuate the positive and eliminate the negative.” The more you “catch your people being good,” the more opportunities you’ll find to offer positive feedback, which acts as a huge motivator and builds solid relationships—the bedrock of management.
The GIFT Framework for Effective Feedback
To maximize the return on feedback, organizations can apply the GIFT framework:
- G Factor: Healthy organizations ensure feedback flows both ways. It’s more than a top-down management tool. A healthy exchange between bosses and staff fosters honest and open communication, creating success. If you want to give feedback, you must be prepared to accept it, regardless of your organizational level.
- I Factor: Feedback should be initiated by anyone who sees the need. Effective feedback delivery is a high-level interpersonal skill. It should be objective, praising positive behaviors and seeking to improve or change unproductive ones. Critiques should challenge observed behavior but not the person, ensuring feedback is owned by the giver and not influenced by gossip or third-party interventions.
- F Factor: Feedback should be frequent. Reflect weekly on when you last received or offered feedback and act accordingly. Regular feedback is part of a manager’s reflective agenda and helps maintain continuous improvement.
- T Factor: Feedback should be timely. Immediate feedback can be damaging if emotionally uncontrolled, but delayed feedback loses its impact. Positive feedback is more powerful than negative, so catch your people being good. Building positive environments boosts self-esteem, productivity, creativity, and reduces stress.
Conclusion
Feedback costs nothing but is one of the most powerful performance improvement tools. Delivered well, it motivates and strengthens relationships; delivered poorly, it can destroy relationships and disengage people. How well do you deliver feedback?
At AZTech, our courses offer tools and techniques to promote good feedback practices. In our Complete Course on Management, we practice delivering feedback in a safe, non-threatening environment. Join like-minded professionals seeking to transform their practice through lifelong learning and good management.
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