TCSL 520: How to Give Constructive Feedback

Our team created this video to provide an example of how to properly execute a constructive feedback. We highlighted the key components of a constructive feedback such as being information specific, issue specific, based on facts, observations, and behavior not on the person or personality.

An easy way to remember the essentials of good feedback is to use the R.I.G.H.T way method.

1 - Respectful: Always show respect for the other person when trying to deliver any type of message. If you don't respect them, they are probably not going to listen to you.

2 - Issue specific: Your feedback message should be focused on their performance or issue that needs to be corrected not the person or personality. Focusing on the person or personality can cause the person to become defensive. Therefore, do your best to focus on the specific performance aspect that needs to be improved.

3 - Goal oriented: Remember the objective is to improve performance; therefore, try to include discussion of goals in your feedback. By reminding them about their goals and helping them see how they can achieve it, the listener will be more likely to listen and take in the suggestions to make the improvements.

4 - Helpful: Be helpful when giving feedback. Remember you are the position to help someone become better in some way. Therefore, you want to use a helpful tone and show your support by recognizing their efforts.

5 - Timely: Give you feedback of the event or performance issue while it's fresh in everyone's mind. Remember that feedback is most valuable when it's being given as soon as possible. Therefore, if you want your feedback to have a real impact, then it needs to be fresh and relevant.

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