Literally, feedback is what « feeds back », i.e. « the action of passing on information to someone following the observation of a behaviour or task, in order to improve it.»

Giving constructive feedback is providing information in the present about something in the past in order to influence the future.

Regular feedback in the right conditions boosts motivation and performance, and can be used to make improvements and rectify errors or behaviour that is not well-regarded.

You have to be able to ask for it, receive it and give it, without bias or excess emotion.

To become a feedback champion, you have to:

• Ask for feedback

Why wait to receive feedback when you least expect it or only during the annual appraisal with your manager? Do not hesitate to ask for feedback in order to speed up your career development. This can be done after a training course or at the end of a project or event, in order to identify your strengths. The key is to ask for feedback on a specific event or behaviour from a relevant person, i.e. someone who has observed you in the very recent past.

• Welcome this feedback

It is human to be on your guard and fearful of being criticised when receiving feedback, but this is precisely where you need to have an open mind to avoid being easily offended: Listen to the feedback in full, rather than preparing your answer/defence. Take the time to analyse it. Ask for explanations or examples if the feedback is vague. Receive it positively (the person is taking the time to give it to you) and ask for suggestions on how you could improve.

• Giving feedback

You must respond to requests for feedback from other people. It is also important to give feedback to improve results, thank people, and maintain or boost motivation, not just to correct a situation. The location is important. Do not give feedback in front of other people especially if it is corrective or negative. To give feedback, use the DESC method for giving proper feedback:

• D for Describe the facts, or situation, in the most objective way possible.
• E for Emotion. We speak in the first person, i.e. the « I » form. We do not use the second person i.e. « you ». Describe your personal feelings.
• S for What are the possible solutions to the problem or how can a particular skill be improved? Consider them together using dialogue.
• C for What could be the possible consequences of what has just been decided?

• Establishing rituals

In addition to the feedback requested and given on the spot, schedule regular times to respond to your requests for feedback, and analyse the feedback you have received.