Sharing constructive feedback can be difficult and confrontational for both parties involved. When sharing constructive feedback, you’re in control of what and how you say it and this will impact how your colleague receives the feedback. While it may be difficult at first, it is important that you encourage each other to improve cooperation and performance continuously. Learning is not an event, but a constant in everyday work life.
Keep a healthy relationship
Overall, business is built on relationships. As colleagues, you see each other every day, so it’s important to foster that relationship and invest in it. Shared feedback is part of that investment, but comes with the responsibility to ensure your feedback will be helpful for the other person.
You can make it helpful by focusing your feedback on behaviors that affect everyday business. Also, a friendly tone will make it easier for the receiving end to accept your feedback, as the French say ‘C’est le ton qui fait la musique’!
Be clear and specific
Especially as a manager, it’s part of your job to share feedback to help peers and direct reports with their growth. A proven way to do this is to provide actionable feedback and specific examples.
For example: 'I’ve noticed that when speaking with customers you sometimes miss the opportunity to tell them about…' as opposed to 'you need to close more sales'. The latter will not give others enough information to make small adjustments / modifications in their approach
Clear, actionable and specific feedback encourages others to recall past behavior and think about what actions they could take to change their performance.