Crafting Detailed Feedback That Drives Growth
Details are essential to giving productive feedback
Details can be the difference between weak and strong feedback. Poor feedback lacks specificity and context. Helpful feedback, on the other hand, tells the person exactly what they did.
Last week I wrote about feedback delivery. When and where to deliver feedback is step one in giving productive feedback.
Today I want to share some tips on feedback details. Getting this step right is crucial. Not only will details give you credibility, but they’ll also give the person some data points. And when it comes to constructive feedback, that information will help the person learn and grow.
This is a three-part series about giving feedback:
Part 2: Details
Part 3: Context
Be specific
The worst kind of feedback is generic. It’s not helpful and doesn’t foster growth.
Let’s take a look at some unhelpful feedback.
Great job on your presentation!
This is basic feedback that lacks details.
What was so great about the presentation?
What did the feedback giver like about the presentation?
What can the presenter learn from the feedback?
On the other hand, helpful feedback is filled with details.
Here’s an example of productive feedback.
I appreciate your comprehensive presentation on the newest version of React. The code examples were helpful. And thanks for including additional resources for the team to check out.
This is excellent feedback. Here’s what it reveals:
The feedback giver is referring to the presentation on React.
The feedback giver found the presentation to be all-encompassing.
Code examples were insightful.
Links to other resources will be helpful for the team.
The presenter knows why the presentation was successful.
Constructive feedback should also include as many details as possible. Imagine if someone said you did a “bad job” on something, but didn’t give you any details.
If you’re giving constructive feedback, make sure you’re being specific. In other words, identify the origin of the feedback. You don’t want to leave the other person with more questions than answers. The feedback should demonstrate what the person did wrong or should improve.
Name your sources
Meaningful feedback not only includes details but also sources. This helps communicate who’s giving the feedback and where it comes from.
Is the feedback coming from one person or multiple people?
Is the feedback based on one task, project, or event?
Can you name the sources or references?
Your feedback should aim to answer these questions. Constructive feedback can be hard to give and receive. That’s why it’s important to point to specific instances like a message, document, or action. This supportive evidence gives the feedback substance and allows the person to grow from it.
Feedback filled with details and sources is the best kind. It provides the person receiving the feedback with examples of what they did right or wrong. And it brings clarity as to who’s giving the feedback.
I’ve received constructive feedback throughout my career. And it’s always been easier to receive when it’s specific. It helps me understand where I need to improve and what I can do differently next time.
Thanks for reading this week. See you next week. 👋