Tips on Providing Feedback

When should you provide feedback?

When an rtCamper is struggling to meet job expectations/goals, feedback should be provided as soon as possible to understand the underlying issue or gap and get performance back on track.

Also ⬇️

When the rtCamper is performing well. Recognize their work and take time out for appreciating the good work.

📌 Personal Feedback is not a platform to communicate negative feedback. It is meant for communicating both constructive and positive feedback.

Communicating Positive Feedback

Let’s look at the below example ⬇️

“Nice job on the presentation! You backed your argument with facts, and your analysis was both creative and accurate. The audience also responded positively to your presentation skills, as you were engaging and communicated the information in a clear and interesting way.”

Important to read

  • Takeaways from the above example:
    • Facts were utilized to back up the argument.
    • The facts used to back up the analysis were appropriate.
    • Delivery was strong and kept it engaging.
  • If the feedback had been less detailed and specific, the receiver would not know what their strengths are or what to continue doing next.

Please consider this scenario the next time you’re in a position to provide feedback.

Communicating Constructive Feedback

When sharing constructive feedback, it is important to focus on specific incidents or actions, maintaining a professional and respectful tone. This guideline outlines the best practices to communicate issues clearly, highlight the consequences, without direct accusations, and incorporate a solution-oriented action plan.

  • While sharing feedback, focus only on the specific incident/s or action/s. For example, “During this [meeting/project/other], we noticed that [specify the incident]
  • Clearly communicate the issue while following a professional and respectful decorum. 
  • Constructive criticism is a sensitive area that should be shared with only with the individual it is directed at in confidence.
  • While highlighting the consequences, avoid pointing fingers, direct accusations. Use the following instead, “This [incident/action] has led to [specify the consequence]”
  •  Complete the feedback by incorporating a solution-oriented plan (Action Plan)

Examples: “To improve in this area, you can consider [add suggestions].”, “Lets work on this together”, “You have my support wherever needed.”, etc.

Action Plan:

  • Encourage the rtCamper to have an open discussion about their performance and their areas of concern. Example, “What are your thoughts on this? Is there anything that we can do to help address these concerns and find a way out?”
  • Discuss and collaboratively prepare an action plan to improve performance. 
  • Ensure support is available to help the rtCamper. For example, additional training, mentorship, resources, etc. 
  • Collaboratively, set a deadline for expected improvement. 
  • Regularly follow up on the action plan and provide support wherever required.
  • Set an expectation with rtCampers.

General communication guidelines to follow while sharing feedback:

  • Choose the right time and place for an uninterrupted, focused conversation.
  • Ensure the rtCamper is comfortable and maintain a respectful, professional tone.
  • Share constructive criticism without blaming or scolding.
  • Encourage thoughts and questions from the rtCamper.
  • Be clear on specific actions to address and aim for improvement.
  • Most importantly, set the context of feedback by selecting the options available on ERP
    • Poor
    • Below Expectations
    • Meets Expectations
    • Above Expectations
    • Excellent