The key takeaways from 'Thanks for the Feedback: The Science and Art of Receiving Feedback Well' that managers can implement in their feedback delivery are:

1. Understand the three types of feedback: appreciation, coaching, and evaluation. Each serves a different purpose and should be used appropriately.

2. When delivering feedback, start with evaluation-type feedback. This is because evaluations are psychologically striking and any coaching delivered immediately after may be lost.

3. Make appreciation-type feedback specific, authentic, and in a form valued by the recipient. This could be public recognition, monetary compensation, heartfelt private conversations, or promotions and titles.

4. Avoid generic labels in feedback. Instead, strive for specificity in what was the actual observed behavior and what is the desired behavior.

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While the book does not provide specific examples of companies, many successful organizations implement the feedback strategies discussed. For instance, Google is known for its robust feedback culture, including peer reviews and regular employee surveys. Microsoft also shifted from a ranking system to a more feedback-oriented approach, focusing on growth and development. These companies exemplify the use of appreciation, coaching, and evaluation feedback types.

The feedback strategies from the book can be applied in a startup environment in several ways. Firstly, managers can use the three types of feedback: appreciation, coaching, and evaluation. Appreciation can be used to motivate employees, coaching can be used to guide them towards better performance, and evaluation can be used to assess their performance. Secondly, the timing of feedback is crucial. Evaluation feedback should be given first, followed by coaching feedback after a few days. This is because evaluations can be psychologically striking, and any coaching given immediately after may not be effective. Lastly, feedback should be specific, authentic, and in a form valued by the recipient. This could be through public recognition, monetary compensation, private conversations, or promotions and titles.

Some potential challenges in implementing the feedback strategies outlined in the book could include:

1. Difficulty in distinguishing between the three types of feedback (appreciation, coaching, and evaluation) and knowing when to use each one.

2. The psychological impact of evaluation-type feedback could overshadow any coaching-type feedback given immediately after, making it less effective.

3. Ensuring that appreciation-type feedback is specific, authentic, and in a form valued by the recipient can be challenging, as it requires a deep understanding of the individual's preferences and values.

4. Feedback often comes via generic labels, which can be vague and unhelpful. Cutting through this vagueness to provide specific and actionable feedback can be difficult.

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Thanks for the Feedback: The Science and Art of Receiving Feedback Well

Dreading “feedback season” and afraid that you might leave your review dejected, or end the conversa...

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