In this episode, Mel Butcher and Michelle Redfern discuss how leaders can learn to provide better feedback, with a keen focus on gender differences in feedback reception. They discuss the importance of specific, clear, and timely feedback to foster growth and avoid the pitfalls of vague critiques. Additionally, they explore the systemic biases women face, particularly in performance reviews, and offer practical strategies for managers to provide equitable and constructive feedback. The episode also touches on the often-detrimental "compliment sandwich" method and the importance of avoiding personality-based feedback.
Episode Highlights:
Importance of Actionable Feedback: Feedback should be specific, timely, and clear, focusing on measurable actions rather than vague or personality-based comments.
Gender Bias in Feedback: Women often receive more personality-based and less actionable feedback compared to men, which can hinder their career progression.
Effective Feedback Structure:
Communicate Expectations: Clearly outline what is expected and why it is important.
Check for Understanding: Ensure the recipient fully understands the feedback and the expected outcomes.
Follow-up for Compliance: Regularly check in to monitor progress and offer support.
Pitfalls of the Compliment Sandwich: Research shows that sandwiching critical feedback between compliments is ineffective and can be confusing.
Feedback Example:
Ineffective: "Great job, but you need to improve your performance."
Effective: "Your facilitation in the client meeting was excellent because it included everyone and generated great ideas. This reassured our client about the project's progress."
Leadership Call to Action:
Provide Specific Feedback: Avoid general comments. Instead, give detailed, actionable feedback that outlines what was done well and what can be improved.
Train Managers: Ensure all managers are trained to provide equitable, constructive feedback, free of bias.
Create Clear Success Criteria: Define and communicate them at the start of any project or performance period.
Seek Feedback Actively: Encourage team members to ask for specific feedback on their performance and career progression.
Avoid Personality Critiques: Focus feedback on behaviours and outcomes, not on personality traits.
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