Your boss walks up to you at the copier and says, “Hey Kara, can I give you some feedback?”
What’s coming? Something bad? A heavy conversation? A put-down?
Maybe.
Let’s run a scenario:
- Boss: Hey Kara, can I give you some feedback?
- You: Okay…
- Boss: When you started the meeting at 10:30 even though not everyone was present, you showed respect for the people who were on-time. Keep it up.
What that heavy or bad? Would you be embarrassed?
I learned this model from a podcast called Manager Tools, and it has changed my life. Their approach is that feedback is neutral and about future behavior.
Feedback is neutral: your tone is positive and calm, whether you’re giving feedback about positive or negative behavior.
Feedback is about the future: You give feedback for positive behavior that you’d like to see in the future, and you give feedback about negative behavior that you want to discourage in the future. Past behavior is referenced only as a springboard to talk about the future. There is no dwelling in the past.
Script for behavior you’d like to see again:
“When you do X, Y happens. Thanks, do that again.”
Script for behavior you want to discourage:
“When you do X, Y happens. Please do Z next time.”
Check it out here for a deeper dive: Manager Tools Feedback Model.
Let me know if you try it!
Caveat: This model was designed to be used by a supervisor talking to one of their direct reports. The vast majority of businesses do not have a culture where an employee can say to a boss, “Can I give you feedback?” Stay tuned for a future post about using this model at work when you’re lower in the hierarchy.
