How to Provide Feedback Effectively – Part 2

You’re worried because you have to provide delicate feedback to one of your team members. What do you do?

First, realize that you’re not the only one who struggles with this. Many leaders, if they could, would avoid providing to their team altogether. Giving feedback may sometimes feel like flogging team members for breaking policy or underperforming.

However, as mentioned in my previous post, the purpose of providing feedback to your team members isn’t to flog them. In fact, providing feedback to team members aims to help them fulfill the requirements of their jobs with excellence, either by reinforcing a behavior that’s serving them or by empowering them to change one that’s not.

Before you sit down with a team member and provide them with feedback on their work or their behavior at work, make sure you prepare. Taking time to prepare is essential, especially when you have to deliver feedback that may be met with resistance.

When delivering feedback, your approach is just as important as the feedback itself. The wrong approach can really backfire and thrust you into a fight that no one can win.

When I started having to provide feedback to team members, I found it hard because I didn’t know what to do and what to say. It felt as if I was reprimanding children—when they’re not. I wasn’t enthusiastic about providing feedback because I knew there was always a risk of the session turning sour.

To remedy the situation, I started researching this topic: providing feedback. I read many articles and found many techniques on the art of providing feedback. In the process, I identified the key pillars of providing effective feedback. After having synthesized the fruit of my research, I developed what I call the “BEEE” method, which a four-step process for delivering constructive feedback effectively. These steps aren’t unique to me. What I’ve done is named them in a way that made sense to me and made them easy to remember.

The “BEEE” Method

The BEEE method is a four-step process to structure and deliver your feedback.

1. Behavior: What is the behavior you must address in your feedback?
2. Effects: What are the effects of that behavior?
3. Expectations: What are your expectations of your team member?
4. Encouragement: Let your team member know you’re confident they can meet your expectations.

This framework made it easy for me to prepare for feedback session and to provide feedback without sinking into quicksand. In my next post, I’ll give you more details on each of these steps.

For now, remember that providing feedback to your team members is an important part of your role as a leader and you don’t need to dread it. With the right approach, your feedback sessions can become a beneficial experience for all parties involved.

About The Author

Vladimir Elie

I help people learn and apply success principles and strategies so that they can get the results they want in life.