DEFINITION and PURPOSES

Feedback is defined as telling another person how his or her behavior (positive or negative) is affecting you.

Feedback's primary purpose is to provide constructive information that leads to greater understanding on the part of the person receiving feedback. It has the other purposes of reinforcing certain behaviors that you appreciate or requesting other behaviors you would like changed.

Remember:
You can't change anyone's behavior unless they want to change it!

GUIDELINES

1.) It is descriptive of the person's behavior rather than an evaluation or judgment of the person.

"It really bothers me when you interrupt me in the middle of my statements," not "You're really inconsiderate."

2.) It is specific rather than general.

"I thought you talked too frequently during the meeting and weren't attentive to others' comments," not "You always dominate conversations."

3.) It is well-timed (for you, other) and said in private.

4.) It is a personal statement. It avoids speaking for others or a group.

"I noticed you've been late three times this week and I would like to talk to you about this," not "Several people have complained to me about your lateness."

5.) It is focused on the value it may have for the receiver, not on the release (i.e. "getting it off my chest," "telling them off") it provides the person giving the feedback.

6.) It takes into account the amount of information the persons receiving the feedback can realistically receive and understand--don't overload the individual.

7.) As appropriate, is checked to insure clear communication. Request paraphrasing.

"I want to be sure we both understand the same point; would you please summarize this discussion for me?"