Give less, but better feedback

In a modern workplace, everyone wants to offer their opinion on other people’s work. Weigh in. Give 2 cents. Provide feedback. But when the goal is to change the world, a product or people for the better, it is not the amount of feedback we give or get that matters, it is the quality. Let’s give less but better feedback!

How often do you feel like the feedback you give is never considered or acted upon? On a design, a feature, or something someone wrote? If the answer is often, continue reading.

Sometimes we cannot help it. We feel an urge to point out that thing in the corner, that isn’t quite up to par with the rest of the product. Even though it’s a temporary, non-critical part of the UI that doesn’t do anything. Sure, it could be better, but is it that important? We pull someone from the team aside to share our thoughts in private. Or we pose feedback as questions. But we’re not asking to hear the answer — we want the person on the receiving end to realize that what they have been doing is all wrong. And all of this happens — conveniently for us — as the thoughts pop up in our head. I used to do all of this all the time.

But in the recent years, I’ve realized that this behavior reduces the changes that the feedback is going to be well-received and ultimately change anything for the better. The result is wasted time and energy. Instead, carefully crafting feedback will not only improve your chances that it will be considered and acted upon — it will also make it a lot more rewarding for everyone — including you.

Here is how you avoid the pitfalls of giving lazy feedback. Your feedback is rock solid and ready to go if you can answer yes to the following questions:

• Is your feedback relevant?
• Is your feedback important? (Remember to state why it’s important)
• Is your feedback well explained and includes all sufficient details?
• Is your feedback direct? (Own it and don’t hide your feedback as questions)
• Is this the right time?
• Are you giving feedback to (all) the right people?

Good feedback has proper content, presentation, timing, and is given to the right people. And if you’re in doubt, there is no harm in letting it marinate for a while. My experience has taught me that if it’s not worth it for you to consider all those things, the feedback isn’t worth sharing.

If you’re the unlucky receiver of lazy feedback, don’t be a victim. Give directions to when, where, and how to give good and effective feedback that stands a chance to be considered and acted upon.

If you’re the lucky receiver of carefully crafted feedback, make sure to appreciate it, get back with how you’re addressing it, and a timeframe if it’s not happening straight away.