Multidimensional feedback

A correctly performed feedback is a very effective way to achieve change

Multidimensional Feedback is a combination of reflecting conversation and Feedback where the dialogue is used from reflecting conversation and the focus is used from Feedback

- Ask yourself what is the purpose of the feedback (to develop or to evaluate
or both)

- Before starting the feedback, ask the person if now is okay to give
feedback.

- Give feedback referring to facts, for example, actions that the person
performed. Not who they are.

- Communicate clearly, using language that is understood.

- Give your view of the action.

- What did that action make you feel, and what effect did it have on you?

- Concentrate the talk around this example; cut out everything not adding
value to the discussion.

- Offer feedback in a constructive manner, focusing on improvement rather
than criticism.

- Ensure that the feedback is relevant to the individual's goals,
responsibilities, and performance expectations.

- Ask the person for their view of the situation.

- Listen actively and be open to their perspective, thoughts and feelings.

- Agree on how to proceed.

It is crucial to establish an open channel of communication where both parties feel empowered to express their perspectives and emotions, knowing that they will be heard and understood, particularly regarding the feedback provided.

Give the feedback as soon as possible after the action.

Never give feedback in front of others or based on hearsay.

After having given feedback follow up the improvement that you agreed on, provide additional support if needed and acknowledge improvements

Generally, it is much easier to give confirmational feedback.

But giving confronting or feedback to improve is more demanding and takes more guts.

But both components are as important.