Why Context Matters for Growth-Driven Feedback
Elevate Feedback with Added Context
Adding context is the last step in providing valuable feedback. It adds an extra layer of detail to feedback which makes it personal and goal-oriented.
Last week I wrote about feedback details. Sharing details and their sources provides examples that the individual can learn from.
Today I want to dive into sharing contextual feedback. Next to delivery and details, context is the next essential ingredient for growth-driven feedback.
This is a three-part series about giving feedback:
Part 3: Context
Explain the why
Feedback that comes out of left field can be alarming and ineffective. Without a clearly defined reason, your message can get lost or, even worse, misinterpreted.
Whether you’re giving positive or constructive feedback, identify why you’re doing this.
“I attended your presentation and…”
“I reviewed your last pull request and…”
“I was thinking about what you said in our last meeting and…”
It’s essential to communicate where your feedback is coming from. Is it based on one occurrence or multiple? Is it from your vantage point or your team’s? Sharing this context grounds feedback in events, actions, and people instead of hypotheticals.
Connecting feedback to goals
One characteristic of meaningful feedback is that it’s usually connected with a personal, team, or company goal. Being able to tie feedback to a specific goal promotes growth. And it shows the other person that you want them to learn and grow.
Constructive feedback rooted in a goal can feel less harsh and negative. You’re not sharing feedback to tell them what they did wrong. You’re giving them feedback because you want them to reach a goal. And your feedback will help them do that.
Next steps
Sometimes it can be reassuring to talk about next steps, especially when you’re giving constructive feedback. A simple “we can talk more about this later” or “let’s discuss solutions next time we meet” can go a long way towards making someone feel better about feedback.
If feedback isn’t positive, people will likely want to correct their actions. Letting them know you’re available to help them is a sign of an empathetic leader. This also makes you appear like less of a bad guy and more like a supportive co-worker.
Productive feedback impacts future actions. It either reaffirms that someone should keep acting a certain way. Or it lets them know it’s time to change what they’re doing. Either way, make sure your feedback looks toward the future so the person can continue to grow.
Giving feedback is like any other skill. It requires time and practice if you want to get better at it. I hope you’ve learned what helpful feedback looks like. It’s well-timed, filled with details, and goal-oriented.
Whether you want to be a kind co-worker, a compassionate leader, or an empowering manager, providing effective feedback will help you get there.
Thanks for reading this week. See you next week. 👋