{"id":23647,"date":"2024-11-27T20:39:09","date_gmt":"2024-11-28T01:39:09","guid":{"rendered":"https:\/\/uniquecoaching.ca\/how-to-give-effective-and-caring-feedback\/"},"modified":"2025-02-26T08:08:15","modified_gmt":"2025-02-26T13:08:15","slug":"how-to-give-effective-and-caring-feedback","status":"publish","type":"post","link":"https:\/\/uniquecoaching.ca\/en\/how-to-give-effective-and-caring-feedback\/","title":{"rendered":"How to give effective and caring feedback"},"content":{"rendered":"<p>[et_pb_section fb_built=&#8221;1&#8243; _builder_version=&#8221;4.16&#8243; custom_padding=&#8221;21px|||||&#8221; global_colors_info=&#8221;{}&#8221; theme_builder_area=&#8221;post_content&#8221;][et_pb_row _builder_version=&#8221;4.16&#8243; background_size=&#8221;initial&#8221; background_position=&#8221;top_left&#8221; background_repeat=&#8221;repeat&#8221; custom_padding=&#8221;19px|||||&#8221; global_colors_info=&#8221;{}&#8221; theme_builder_area=&#8221;post_content&#8221;][et_pb_column type=&#8221;4_4&#8243; _builder_version=&#8221;4.16&#8243; custom_padding=&#8221;|||&#8221; global_colors_info=&#8221;{}&#8221; custom_padding__hover=&#8221;|||&#8221; theme_builder_area=&#8221;post_content&#8221;][et_pb_text admin_label=&#8221;intro&#8221; _builder_version=&#8221;4.16&#8243; background_size=&#8221;initial&#8221; background_position=&#8221;top_left&#8221; background_repeat=&#8221;repeat&#8221; custom_padding=&#8221;||0px|||&#8221; hover_enabled=&#8221;0&#8243; global_colors_info=&#8221;{}&#8221; theme_builder_area=&#8221;post_content&#8221; sticky_enabled=&#8221;0&#8243;]<\/p>\n<h5>How do you give effective and caring feedback?<\/h5>\n<p><strong>Offering feedback, whether it&#8217;s reinforcement or realignment, isn&#8217;t always easy, is it? If you want to find a balance between being caring and efficient, here are two essential and simple keys to apply.   <\/strong><\/p>\n<p>This article is part of a series of 3 video articles that aims to help you improve the monitoring of team performance. The 3 key principles of this series: <\/p>\n<ul>\n<li>The coaching staff motivates.<\/li>\n<li>Alignment puts into action.<\/li>\n<li>Clarity creates trust.<\/li>\n<\/ul>\n<h4>In this third part:<\/h4>\n<ul>\n<li>Choosing the right time for effective feedback;<\/li>\n<li>Discover a simple and concrete method for benevolent feedback.<\/li>\n<\/ul>\n<p>&nbsp;<\/p>\n<p>[\/et_pb_text][et_pb_code admin_label=&#8221;video&#8221; _builder_version=&#8221;4.16&#8243; _module_preset=&#8221;default&#8221; custom_margin=&#8221;-46px|||||&#8221; global_colors_info=&#8221;{}&#8221; theme_builder_area=&#8221;post_content&#8221;]<iframe width=\"560\" height=\"315\" src=\"https:\/\/www.youtube.com\/embed\/4pr_KlFtXL4\" frameborder=\"0\" allow=\"accelerometer; autoplay; clipboard-write; encrypted-media; gyroscope; picture-in-picture\" allowfullscreen=\"\"><\/iframe>[\/et_pb_code][et_pb_signup mailchimp_list=&#8221;gdicaireUnique|47a0035562&#8243; last_name_field=&#8221;off&#8221; success_message=&#8221;Roger! Go validate your subscription in your inbox! &#8221; title=&#8221;By subscribing, you don&#039;t miss any of the blog posts and have access to exclusive content that helps you combine performance and well-being.&#8221; button_text=&#8221;Be part of the community&#8221; disabled_on=&#8221;on|on|on&#8221; admin_label=&#8221;email optin 2&#8243; _builder_version=&#8221;4.16&#8243; _module_preset=&#8221;default&#8221; disabled=&#8221;on&#8221; global_colors_info=&#8221;{}&#8221; theme_builder_area=&#8221;post_content&#8221;][\/et_pb_signup][et_pb_text _builder_version=&#8221;4.27.4&#8243; background_size=&#8221;initial&#8221; background_position=&#8221;top_left&#8221; background_repeat=&#8221;repeat&#8221; hover_enabled=&#8221;0&#8243; global_colors_info=&#8221;{}&#8221; theme_builder_area=&#8221;post_content&#8221; sticky_enabled=&#8221;0&#8243;]<\/p>\n<h5>Feedback is an extraordinary source of recognition and motivation&#8230; when it is done in an efficient and benevolent way. How do we get there? <\/h5>\n<p>First of all, let&#8217;s see how the right timing makes it more efficient. Then, learn about a 4-step method to make your feedback more benevolent. <\/p>\n<p>&nbsp;<\/p>\n<h2>1. Choosing the right time to give effective feedback<\/h2>\n<p>First, choosing the right time will make your life easier and allow for more effective feedback. Yes, but when is the right time? Is there really one? The answer is yes!   <\/p>\n<p><strong><\/strong><\/p>\n<p><strong>The right time to give feedback is:<\/strong> the moment when the situation occurs so that it makes sense.<\/p>\n<p>Sounds trivial?<\/p>\n<p>However, it is not.<\/p>\n<p>How many positive or negative comments are never mentioned because &#8220;it&#8217;s not the right time&#8221; or some other valid reason?<\/p>\n<blockquote>\n<p>As a leader, the faster you learn to give feedback, the better you&#8217;ll perform.<\/p>\n<\/blockquote>\n<p>Quickly means 24 hours or a week. In other words, the time it takes for emotions to pass, if any. What is important is not to lose momentum in order to maintain all the relevance and meaning.  <\/p>\n<p>&nbsp;<\/p>\n<h4>Has. To reinforce a behavior<\/h4>\n<p>First, timely feedback increases performance!<\/p>\n<p>Indeed, if you do nothing, the person will lack recognition and will not know what behavior to repeat.<\/p>\n<p>Conversely, the less you wait, the more effective your feedback will be from a performance point of view since the person will know what to repeat.<\/p>\n<p>In addition, the frequency of interactions with your team members helps to deepen relationships. As a result, comments become easy! <\/p>\n<p>&nbsp;<\/p>\n<h4>B. To realign a behavior<\/h4>\n<p>Then, it is just as important here to act at the right time. The impact is that the longer you wait to communicate what needs to be changed, improved, or developed, the more uncomfortable you are likely to be to talk to them about it. <\/p>\n<p><strong>In short, effective feedback throughout the year allows for better performance because the person will know what  <\/strong><\/p>\n<ul>\n<li>continue to do so;<\/li>\n<li>improve;<\/li>\n<li>stop doing<\/li>\n<li>Start doing!<\/li>\n<\/ul>\n<p><em>To facilitate your communication, make sure your expectations are clear. See how to set clear and aligned goals in the 2nd article of this series. <a href=\"https:\/\/uniquecoaching.ca\/en\/how-to-lead-to-action\/\" target=\"_blank\" rel=\"noopener\">Read it here<\/a>. <\/em><\/p>\n<p>Now that we know <strong>when<\/strong> to give feedback, let&#8217;s see <strong>how<\/strong> to do it!<\/p>\n<p>&nbsp;<\/p>\n<h5>Here is a simple and concrete method to use to add kindness to your communications.<\/h5>\n<p>&nbsp;<\/p>\n<h2>2. Use this method to give effective and caring feedback<\/h2>\n<h4><\/h4>\n<h4>A. Have a clear message<\/h4>\n<p>First, tell yourself that clarity leads to action.<\/p>\n<p>Always make your intentions clear:<\/p>\n<blockquote>\n<p>Here&#8217;s what I want you to keep doing (&#8230;), now I want to talk to you about something to improve (&#8230;).<\/p>\n<\/blockquote>\n<p><em>Do you know the Hamburger\/Sandwich method in order to give your feedback to someone? I talked about it in the first article of this series and you&#8217;ll see why not use it.   <a href=\"https:\/\/uniquecoaching.ca\/en\/how-to-track-performance-in-a-positive-way\/\" target=\"_blank\" rel=\"noopener\">Go to the article.<\/a><\/em><\/p>\n<p>Thus, one impact of clarity is benevolence. It may seem counterintuitive, but telling each other the truth, with the right tone and method, helps build trusting relationships. <\/p>\n<p>For me, the majority of people want to know what to continue doing, what to improve, what to stop and what to start doing! I don&#8217;t know many people who like the status quo&#8230; or worse. surprises during the annual evaluation.<\/p>\n<p>&nbsp;<\/p>\n<p><strong>Here is the method to be more benevolent. This tool can be used for readjustment or reinforcement. <\/strong><\/p>\n<p>&nbsp;<\/p>\n<h4>B. The method<\/h4>\n<p>First, as seen above, make a clear decision about what type of communication you are offering.<\/p>\n<p>Then, whether it&#8217;s realignment or reinforcement feedback, start with the facts, then continue with the impacts, make an agreement, and finally organize a follow-up.<\/p>\n<p><img decoding=\"async\" class=\"wp-image-12611 aligncenter\" src=\"https:\/\/uniquecoaching.ca\/wp-content\/uploads\/2021\/02\/Metode-pour-donner-une-retroaction-efficace-1-Faits-2-impacts-3-Accord-4-Suivi-1024x614.png\" alt=\"\" width=\"664\" height=\"398\"><\/p>\n<h5>a) Example of reinforcement feedback<\/h5>\n<h5><\/h5>\n<h6>Step #1: Tell the Facts<\/h6>\n<blockquote>\n<p>Genevi\u00e8ve, 2 clients congratulated me on your approach this week.<\/p>\n<\/blockquote>\n<h6><\/h6>\n<h6>Step #2: Give the Impacts<\/h6>\n<blockquote>\n<p>This creates really positive impacts on the customer service team, I feel a greater motivation. And customers have confidence in the solutions provided. Congratulations!  <\/p>\n<\/blockquote>\n<h6><\/h6>\n<h6>Step #3: Get the agreement<\/h6>\n<p>Genevi\u00e8ve must accept the remark. Don&#8217;t just say, &#8220;Ahhhh, that&#8217;s normal, it&#8217;s my job.&#8221; Genevi\u00e8ve should be encouraged to accept the congratulations.  <\/p>\n<h6><\/h6>\n<h6>Step #4: Follow Up<\/h6>\n<p>Finally, follow up when applicable, for example other customers have mentioned the same thing.<\/p>\n<p>&nbsp;<\/p>\n<h5><\/h5>\n<h5>b) Example of a realignment feedback<\/h5>\n<h6><\/h6>\n<h6>Step #1: Tell the Facts<\/h6>\n<blockquote>\n<p>Genevi\u00e8ve, that&#8217;s two customers who tell me that you lack patience on the phone. According to them, it seems that you want to hang up your phone quickly. <\/p>\n<\/blockquote>\n<h6><\/h6>\n<h6>Step #2: Give the Impacts<\/h6>\n<blockquote>\n<p>The impact is that clients have told me that they want someone else to help them. It can&#8217;t work. <\/p>\n<\/blockquote>\n<h6><\/h6>\n<h6>Step #3: Get the agreement<\/h6>\n<blockquote>\n<p>What does that tell you? How do you see the situation? <\/p>\n<\/blockquote>\n<p>Through questions, we seek an agreement or an agreement. We want to generate a discussion that will go there and ideally when it is a realignment, it will be an agreement about the solution to be put in place. <\/p>\n<blockquote>\n<p>Quickly switch to solution mode (get out of defensive mode as soon as possible!).<\/p>\n<\/blockquote>\n<h6><\/h6>\n<h6>Step #4: Follow Up<\/h6>\n<p>Finally, arrange a follow-up. Whether the person is improving or not, follow up within a reasonable time (1 week to 3 weeks). <\/p>\n<p>&nbsp;<\/p>\n<p>GO FURTHER: <a href=\"https:\/\/uniquecoaching.ca\/produit\/formation-developper-les-habiletes-de-communication-essentielles\/\" target=\"_blank\" rel=\"noopener\">Learn how to have difficult conversations<\/a> and <a href=\"https:\/\/uniquecoaching.ca\/produit\/auto-formation-deployer-son-courage-managerial\/\" target=\"_blank\" rel=\"noopener\">develop the courage to speak, decide, and act to achieve your goals more easily.<\/a><\/p>\n<h2><\/h2>\n<h2>Conclusion<\/h2>\n<p>In summary, effective and caring feedback requires:<\/p>\n<ul>\n<li>Give feedback at the appropriate time, once emotions have passed;<\/li>\n<li>Prepare a clear, fact-based message;<\/li>\n<li>To show the impacts of the behaviour;<\/li>\n<li>Say what the person needs to continue, improve, stop or start;<\/li>\n<li>Obtain the agreement or acceptance of the person receiving the message;<\/li>\n<li>Follow up after your discussion.<\/li>\n<\/ul>\n<p>Take action by giving feedback to someone WITHOUT delay!<\/p>\n<p>Want to measure your skills? Take the <a href=\"https:\/\/uniquecoaching.ca\/en\/interactive-tests-2\/\">interactive test on your feedback skills.<\/a> <\/p>\n<p>[\/et_pb_text][\/et_pb_column][\/et_pb_row][\/et_pb_section]<\/p>\n","protected":false},"excerpt":{"rendered":"<p>How do you give effective and caring feedback? Offering feedback, whether it&#8217;s reinforcement or realignment, isn&#8217;t always easy, is it? If you want to find a balance between being caring and efficient, here are two essential and simple keys to apply. This article is part of a series of 3 video articles that aims to [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":17073,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_et_pb_use_builder":"on","_et_pb_old_content":"","_et_gb_content_width":"","mc4wp_mailchimp_campaign":[],"footnotes":""},"categories":[262],"tags":[264,263,267,268,273],"class_list":["post-23647","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-know-how","tag-cheer-up","tag-communication-en","tag-engage-and-motivate","tag-leadership-en","tag-manage-performance"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.1 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Giving effective and caring feedback - Unique coaching<\/title>\n<meta name=\"description\" content=\"Give effective and caring feedback? 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