6 Effective Strategies to Deliver Feedback for Improvement that Motivates

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Article
02/11/2023

Imagine turning feedback, which is often viewed in a negative light within the workplace, into a powerful tool for fostering positive changes among your teams. The key lies in the approach taken. 

Drawing inspiration from an episode hosted by Pénélope McQuade on Radio-Canada, which delves into the intricate topic of workplace performance, Véronique shares the most effective strategies rooted in the self-determination theory and designed to convey feedback for improvement in a manner that motivates and inspires.

In our practice, we are often approached by clients who need help developing their managers. One of the most frequently requested topics is on delivering constructive feedback. While we are familiar with best practices, it's always interesting to review them and to learn something new! 

I recently listened to the recording of April 13th, 2023, episode of Pénélope, in which Céline Morellon, CRHA, and Jacques Forest were guests for a work clinic on the complex topic of performance at work. 

I was particularly struck by the segment in which strategies were shared to provide feedback that is oriented towards change, based on the research of Joëlle Carpentier and Geneviève Mageau. 

  1. Acknowledge the employee's obstacles and difficulties to demonstrate empathy and maintain the relationship. 
    Example:  
    "It's sometimes difficult to manage emotions with certain people." 
     
  2. Describe the problem neutrally and objectively, while highlighting what needs improving. 
    Example:  
    "The problem is that actions taken in the heat of the moment generate less receptivity." 
     
  3. Offer possible solutions and give choices among all the possible solutions to broaden the behavioral repertoire. 
    Example:  
    "Have you considered...? Would you like to talk to a trusted colleague before...?" 
     
  4. Reassure the employee and commit to helping them. 
    Example:  
    "I have confidence that you can find solutions, and I'm here to help you." 
     
  5. Clearly and attainably name the meaningful objective. 
    Example:  
    "The goal is to have cordial relationships to allow everyone to be effective or to collaborate better." 
     
  6. Intervene and exchange with the employee in a courageous, respectful, and benevolent manner. 

"Research shows that the person receiving the message is capable of accepting it, and that it satisfies their needs for autonomy, competence, and social affiliation. By learning these strategies and behaviors, you can be equipped to give feedback for improvement that is motivating." 

After listening to this, I feel transformed. I'm changing my vocabulary from "constructive feedback" to "feedback oriented towards change"!  

How about you? 

 

Véronique