How to Give Feedback
Written by Peta Main
Feedback is not about criticism or praise. It is about observation, is timely and specific, and describes but doesn’t judge.
Giving Feedback
The SBI Method is a simple method for giving feedback effectively and refers to Situation, Behaviour and Impact. The steps include:
Ask permission to give feedback - “May I give you feedback?”
Describe the Situation - when and where something occurred (be specific)
Describe the Behaviour that had an impact on you (be specific)
Describe the Impact that the behaviour had on you (particular to you – be specific)
Thank the person
Keep Accurate Documentation
Record specific instances
Focus on relevant facts (not personality/attitude; use professional non-emotional language)
Discuss documentation with employee (opportunity to read, see, sign)
Demonstrate (you have followed correct procedures; employee's rights have been respected)
Receiving Feedback
Receiving feedback can be useful in improving our performance. While it can be confronting to realise that we are not in fact 'perfect' (!), taking on board others' insights into our behaviours allows us to constructively work towards any changes we need to make.
Ask for specific detail
Focus on understanding
Express appreciation for the feedback
Give yourself time to process
Don't try to explain what you did or why
Don't minimise or dismiss what you have heard
Don’t discount or deflect your positive contributions that you hear (simply say thank you)
Don't get angry