Positive feedback isn’t the best way to drive results, and negative feedback isn’t actually all that bad. Any negative feedback should be clear and timely yet not so harsh as to be perceived as criticism. As for positive feedback, make sure that it doesn’t overshadow any key negative points that need to be addressed.

For feedback to be effective –

• Be Specific. We respond better when we receive specific feedback. Unspecific feedback leads to delays and misunderstandings. With concise, specific feedback things move a lot smoother.

• Be Immediate. If you wait too long, it can have less impact and make it harder for the person to grasp exactly what needs changing. It’s easy to let feedback slip in a busy world; schedule check-ins with your team can help make feedback a part of your regular routine.

• Tie Feedback to Goals. By tying feedback to a goal, wires become crossed and the end goal gets lost. Tying feedback to specific goals give the receiver a clear objective to work towards and a clear reason why you are giving them the feedback.

• Ensure Feedback Is Actionable. Enough said here. A feedback that serves emptions rather than action is counter productive.

• Use the Right Language. Language is the lifeblood of influencing behavior. The right words can push someone to up their work levels and increase focus. On the other hand, the wrong choice of words can have the opposite effect and hold up progress.

• Don't avoid it. It’s easy to avoid giving feedback, especially when you know it will elicit a negative response. The irony of this is that without giving feedback (negative or positive), you won’t move anywhere. When feedback is given openly and honestly, it can be extremely valuable for people and your organization.

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