In any working environment, people depend on feedback to guide their behavior. The aim of feedback is to see if someone is achieving their goals, and to take action if they’re not.
So, if a person’s activity is ‘off course’, the feedback should be about how far off course they are. But if the person is ‘on course’, the feedback becomes positive and motivating. However, when given skillfully, ‘negative’ feedback can also be motivating.
The ultimate intention of feedback is to get a team member back on track so they can achieve their goals.
Use the checklist below as a guide to managing feedback.