What are the most effective ways to provide unbiased feedback?

When giving feedback, focus on specific actions or behaviors, not personal traits. Be clear & specific about what worked well and what needs to improve. Use examples to illustrate your points & avoid making assumptions. Frame feedback emphasizing growth & development. Be mindful of your tone - ensuring it remains neutral & supportive. Last but not the least, always encourage a two-way conversation - allowing the person to share their perspective as well.

Let the Data talk - don’t restrict it, don’t filter it, take it all in and let the truth be found. If anyone start altering the data, the result will be skewed and could become bias because of the bias of the one altering or cleansing the data. Data is a great tool when used properly but if limited in any way, it can also push a bias forth. LET THE DATA TALK FREELY, and be willing to accept the truth it has to say!

Understanding the purpose of feedback is a principle I adhere to in my consulting work. It's essential to ensure that the feedback I provide aligns with the goals and expectations of the project, the client, and the team involved. This means taking the time to reflect on the desired outcomes before delivering feedback. It's not just about what needs improvement, but also about facilitating growth and learning. Recognizing the right context and timing is also crucial to ensure that feedback is constructive and welcomed, rather than being perceived as criticism. This mindful approach ensures that my feedback is effective and serves as a catalyst for positive change.

Use the "I" Statement: Frame feedback from your perspective to avoid sounding accusatory. Express how the behavior made you feel or impacted the work. Instead of saying: "You always interrupt others during team meetings. It's very disruptive and shows a lack of respect." Use the "I" statement: "I've noticed that during team meetings, I sometimes feel interrupted, and it affects the flow of our discussions. I wanted to share how I perceive the situation and discuss ways we can ensure smoother communication in the future. What are your thoughts on this?" CAPM anyone in 39 days or less? 1,000,000 CAPMs by 2030! ⭐️⭐️⭐️⭐️⭐️ I WILL HELP YOU! 🔗 INVEST IN YOUR HEAD! 🔗 Autographed copy --> https://JamesLHaner.com

If you want to give objective criticism, concentrate on particular actions and results rather than drawing broad conclusions about a person. Provide specific examples to support your arguments, and present constructive criticism by focusing on areas that need work rather than character attributes. Promote an open discussion that lets the receiver express their viewpoint and helps the group come up with ideas. This will help to create a more inclusive and impartial feedback process.

Also besides using the right tone is important to: Encourage Self-Reflection: Ask team members for their thoughts on their performance or how they could improve. This fosters a collaborative approach and avoids sounding one-sided. Choose the Right Setting: Provide feedback in a private and quiet setting, allowing the individual to feel more comfortable and reducing the chance of embarrassment.

In my experience, it is one of the most important factor that can make or break the feedback session- TONE- directive or constructive. I cannot stress on it enough. Furthermore, while giving feedback, explain how this will help the PROCESS-not the person- especially in future while scaling. And top it up with an example from your previous experience.

Usar o tom certo com os argumentos certos, mostra preparo, empatia, amabilidade, e vai conseguir conquistar quem está recebendo o feedback. Usar o tom certo requer preparo prévio, ensaio, pois se é esquecido que no ambiente de trabalho há pessoas humanas que tem sentimentos, então há a necessidade de muito cuidado para prosseguir adiante.

-Use “I” Statements: Frame your feedback from your perspective to avoid sounding accusatory. For example, “I noticed that…” instead of “You always…” -Be Timely: Offer feedback as close to the event as possible, so it’s relevant and actionable.

Ser claro e objetivo em uma reunião de feedback é parte essencial para que a comunicação flua corretamente. E ao fazer isso, quem está dando o feedback deve validar se o receptor recebeu a mensagem. Fornecendo os exemplos e evidências adequadamente seguindo a validação da comunicação, será muito mais vivida a reunião e surtirá efeito após ela, colhendo bons frutos.

Provide constructive feedback, where in it should feel that you want the person to improve and do well. Also, provide the feedback in time and do not always wait to be given during performance reviews only.

-Encourage Dialogue: Feedback should be a two-way conversation. Encourage the recipient to share their perspective. -Focus on Improvement: Make it clear that the purpose of your feedback is to help and support, not to criticize or belittle. -Be Empathetic: Understand that receiving feedback can be challenging. Approach the conversation with empathy and consideration. -Follow Up: Offer to revisit the discussion in the future to discuss progress or further thoughts.

From my experience and in order to provide unbiased feedback, the most important things to do are: 1. Focus on Observations and base feedback on specific observations and behaviors rather than assumptions or personal opinions. 2. Avoid Generalizations, be precise and avoid generalizations or stereotypes. 3. Offer Solutions and Guidance by providing actionable suggestions for improvement or guidance on how to address areas needing development. By focusing on facts, staying objective, and emphasizing constructive guidance, you can provide feedback that is fair, unbiased, and conducive to growth.

In feedback, the whole point is to separate the person from the problem. It's common to mix these two elements, which turns feedback into criticism: "You're always late." When you bring the person together with the problem, a judgment is made. When this occurs, the leader's defense is to close themselves off from feedback. So, highlight the fact. "When you're late, you compromise the department's performance." This is the consequence. This way it makes people reflect and change their behavior. This is the structure of feedback.

In my experience it is key to Acknowledge Effort: Recognize the effort individuals put into their work, even if the outcomes are not as expected. This shows appreciation and motivates improvement.

Crie um "Diário de Bordo". É isso mesmo. Como normalmente o feedback é realizado após um período de avaliação que normalmente é de 1 ano (ou 6 meses), dificilmente você se lembrará de todos os pontos e situações para embasar de forma correta o seu feedback. Inúmeras vezes vimos casos de pessoas que excederam as expectativas em termos de performance durante todo o ano porém logo antes da avaliação é do feedback, houve alguma situação negativa, nesse caso seu feedback provavelmente será contaminado. Assim com o diário de bordo a ideia é que possa anotar todos os pontos importantes do dia a dia de seu colaborador e que vai te ajudar na hora do feedback ao final do ciclo.

I recommend paying attention to individual preferences in processing information. For example, some recipients may respond more constructively to verbal feedback while others may prefer reading and reflecting on written feedback before having a discussion. So, managers and leaders might need to adapt their style when providing recipients with feedback (rather than relying on their own biased preferences for how they prefer to receive feedback). However, I do recommend that all discussions and any follow up performance improvement plans (PIP) be documented in writing to provide clarity, reference points, and a record of the feedback journey for all involved. This is even more critical when working globally/across language differences.

I my experience, ensuring that the organization’s culture promotes & values feedback is of paramount importance. I’ve seen many business leaders espouse “constructive feedback” as an important part of professional development, however- providing the latitude for employees to experiment with new ideas and practices is sometimes frowned upon. “No growth in your comfort zone, and no comfort in your growth zone…”

Se prepare. Faça a lição de casa e invista um tempo antes da sessão de feedback para que forneça informações que realmente sejam úteis para o desenvolvimento de sua equipe. Um dos conceitos que gosto de usar é o que chamamos de SCI (Situação - Comportamento - Impacto) - S: durante a sessão descreva a Situação ocorrida, conte em detalhes o que houve e quais ações antecederam a situação em si - C: qual o comportamento que você quer enfatizar para que seja evitado pu reforçado. - I: e qual o impacto que essa situação é comportamento geraram para a empresa, clientes e equipe. Levando em conta esses passos, sem dúvidas, terá uma sessão de feedback mais estruturada, além de passar uma imagem de importância ao processo e ao seu colaborador.

If you are a leader, create a culture for your teams where feedback is not a talking down to, but an opportunity to learn and improve. Negative feedback shouldn’t be about how someone “messed up” or the problems they caused. A strong leader will also take that as an opportunity to learn what the person receiving the feedback needs to help put them in the best position to succeed. There is a similar opportunity with positive feedback to understand what worked well in a given time frame so that can replicated to continue positive results. Giving and receiving feedback needs to be looked at as more that just an opportunity to fix a problem. It is an opportunity to learn from your teams and build a culture that leads to overall success.

Focus on Specifics: Provide feedback based on observable behaviors or outcomes rather than making generalized statements. This makes the feedback more concrete and less likely to be perceived as personal. Use the "Sandwich" Technique: Begin with positive feedback, then address areas for improvement, and end with more positive remarks. This helps balance constructive criticism with positive reinforcement. Be Constructive, Not Critical: Frame feedback in a way that emphasizes improvement rather than dwelling on mistakes. Offer suggestions for enhancement and growth.

Deliver unbiased feedback by focusing on observable behaviors, supporting with specific examples, separating actions from personality, maintaining a balanced perspective, using neutral language, and fostering open dialogue to ensure constructive and fair communication.