When providing feedback to a group it is best to follow certain guidelines.
· First it’s best to stay clear of generalizations for job’s well done and use specific examples of why it was well done so it is apparent that you were observing details and it also reassures the group of your professionalism.
· Second focus on the behaviors within the group that can be changed and note them.
· Third, be sure not to argue with the group. If they do not wish to use every suggestion you have offered it is there choice. It is best to just give them your observations and let the group decide what to enact and what not too.
· Fourth, give a full evaluation/analysis of only two or three things rather then the entire project. Its not the observer’s job to go over every detail. A few areas developed well will be more useful.
· Fifth, only give negative feedback if you have a suggestion on how to fix it. Don’t say “I didn’t like…” without providing specific explanation. Your job as an observer is to improve the group not rip it apart.
· Sixth, Always start with the positives then lead into the negatives when presenting to the group.
· Seventh, end with specific suggestions for improvement
· Eighth, complement in public and criticize in private. This is the best way to keep the groups respect also.
· And finally, if you develop a positive relationship with the group while you are giving the feedback the group with benefit more in the end. Your job is to help the group or team improve and if they trust and like you they are more likely to take your advice.
Hey Bing, great outline! I think it is very valuable what you said regarding the use of specific examples instead of generalizations when talking about what the gorup or individual did well or needs to work on. The book spoke about this idea as well, saying that an observer could use a generalization and at times the assessment does not help because the person does not know what action to repeat. If one gives negative feedback they could only give that feedback if they also provide the tools to improve the action... I do not agree. I think that if one gives feedback it is not necessarily their job to also find out for you how to fix the issue.
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