A Review of 'Giving Effective Feedback’

Recently, I finished reading a book from the Harvard Business Review titled "Giving Effective Feedback", and below is my review of the book. I recommended this book to read because it’s easy to read and the material is organized and clear.

Feedback is something that helps to enchance communication and relationship positively if we do it correctly.  If we do incorrectly, it can backfire and permanently damage the communication. Giving feedback is askin a negotiation – it is a daunting task which needs to be handled tactfully.  Both parties need to be consonance.

Feedback intended to help recipient to change or adjust practices when the current ones aren’t  working. Therefore giving effective feedback becomes critical. The objectives of feedback conversation is to reinforce positive behavior or improve performance.

The book provides a clear guidelines and difference betwed feedback, coaching and performance Appraisal. Feedback discussion giving us opportunity to share the observations with others about the performance and behavior.

Some of the points that needs to be followed during feed back are:

• Active Listening
•  Monitoring the reactions
• Pharaphrase the recepient

One should also keep in mind that Feedback is not a cure-all for workplace ills. The books also provides guide on providing feedcask to high performers, difficult conversations and feedback to boss and tips on giving positive feedback publicly.

Difference between Feedback, Coaching and Performance Appraisal

·       Feedback                                :  To reinforce or change behavior

·       Coaching                                : To improve skills

·       Performance Appraisals         : To evaluate past work

Feedback – Deliver right time, frequently , and in context

Don’t give feedback when

• We don’t have all the information about given incident
• When the person who needs the feedback is highly emotional or vulnerable
• When you don’t have to time to deliver the feedback in a calm and througn manner
• When the feedback is based on personal preference and not a need formmore effective behavior
• When we have not yet formulated possible solution to help the recipient move forward