Some Thoughts on Giving Feedback
Everyone wants to do a great job. Everyone thinks they have been doing a great job. At any time, if anyone thinks there is a better way to do something, they will go ahead and do it. The only reason a person would not be doing something right is when they don’t see what is right in a strong enough and convincing manner. This is the core idea of Hanlon’s Razor.
So, when we see someone’s action not at their best in our opinion, we need see the world from that person’s point of view. For that, we need to talk to the person with humility and curiosity. If there is a misalignment between that person’s perspective and reality, we need to help the person to see more clearly. Then that person will automatically do the right thing. Sometimes, we might discover to our surprise that the person was right, and we were the one to do the course correction.
Feedback is on action and behavior. We don’t know what runs in the minds of others unless they tell us. Going by Hanlon’s Razor, everyone does what they think is right. When we find the behavior of a person inappropriate, we need to understand the thought process behind the behavior before judging it. Talking to the person to genuinely understand is the best way to give feedback.
Doing this in a timely manner is very important. It is like a coach watching the player. Giving feedback weeks or months later does not help. Feedback should be given immediately after the game, or if possible, even during the game. This should be discreet, one-on-one, and with all respect to the player.
Catching people doing the right thing in a challenging situation and giving positive feedback is very important. Leadership books give a thumb-rule. For every two positive feedback given to a person, the leader or manager gains the privilege to suggest one improvement to the person. There should be more positive feedback.