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Thanks for the Feedback: The Science and Art of Receiving Feedback Well" has significantly influenced corporate feedback strategies by emphasizing the importance of separating evaluative feedback from coaching. It suggests that evaluations should come first to assure employees of their standing and to alleviate their fears. This approach helps employees to better process and accept the coaching feedback that follows. The book also highlights the importance of handling feedback well, which has led to a shift in focus from just giving feedback to also teaching employees how to receive and use it effectively.
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Many people balk at evaluation out of fear of falling short, but everyone admits that it's something they think about. For this reason, evaluative feedback must come before coaching. If you provide coaching without evaluation, you can be sure the recipient's inner monologue is filling in the gaps. When evaluations are solid, they help calm fears and assure employees that they are in good standing. Don't fall into the trap of sharing coaching and evaluation in the same breath, however. Reactions to evaluations are so powerful that the receiver is momentarily distracted so much such that he or she is unable to fully process the coaching feedback that would follow.
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Dreading “feedback season” and afraid that you might leave your review dejected, or end the conversation on an awkward note in case you’re the reviewe...
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