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Giving Feedback

10 January 2007

To form a medium project-team into a high performance team that are highly motivated to meet the objectives of the project you, as a project manager, need to work actively with Feedback. The main objective with feedback, as I see it, is to help other collegues/coworkers to develop them selves and in that way also perform better. You will also increase the possibilities to deliver the project on time, on budget and with the correct scope and quality. In a well performing team you are able to both give and receive feedback in a mature way.

Example of feedback are when you tell a projectmember that he/she has performed well or when you need to correct any bad behaviour that coworker has.There are some things to think about when you give feedback:

• Give the feedback directly to the person or the team. Do not let the receiver of the feedback get the information from somebody else.

• The receiver should be able to control the feedback with other. You need to stand fast with the feedback even though it some time can be tough.

• You should give the feedback, not “we” or “somebody” else. You need to be able to say “I think that you…etc…”

• If the receiver of the feedback would like the feedback it is more likely that the person will accept and learn from the feedback. Do not force the feedback onto someone, if possible.

• If you need to give constructive negative feedback you also need to prepare your self. Come to such meeting well prepared and you will have a better result of the meeting. • Describe the behaviour that the person has and what kind effect that the behaviour has on you.• Do not give too much feedback at once. The receiver is just able to take a certain amount at once.

• Be careful with the timing of the feedback. You can not give the feedback too long after the behaviour was shown. The feedback must be given in the nearby future from the time when the event took place.

• Ask the receiver of the feedback to confirm that he/she has understood the feedback.

• Give feedback about behaviours that the receiver is able to correct and to something about.

• Make sure that both of you have the correct amount of time that is necessary for the feedback.You will only be really good a giving feedback if you practice on it. Everyday, both at work and at home. 

/Johan Beijar            

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