While feedback should be a regular part of work, not every act or activity of a team member (or colleague) will merit your input. For example, you shouldn’t give feedback just because someone completes a work activity in a different way to you, even if it frustrates the hell out of you!


So before you give feedback think carefully about what you want to achieve as a result of giving your team member or colleague feedback.  Avoid giving feedback when:

  • It doesn’t materially affect performance (theirs, yours, or the team’s).
  • It is something that is outside their control.
  • You are doing it as a means to release your own frustrations about them.
  • You do not have all the information.
  • You don’t have time to prepare properly or to explain it thoroughly.
  • You don’t know or are not clear about what actions the individual needs to take as a result of the feedback.

Delegates on our Giving and Receiving Feedback Course will be able to:

  • Give feedback to others (boss, peers, and subordinates) in a proactive and effective way.
  • Receive feedback from others, judge its validity and make decisions about what to do with the feedback.
  • Use feedback skills to improve relationships.

Read our Kao Brands case study and find out about the benefits to the organisation of our pan European Giving and Receiving Feedback Training Programme.