It’s that time of year for many of us, when staff reviews are due. If like me, you are snowed under with requests for feedback – here are some thoughts on how to make the input you give great and the process as painless as possible for you!
1) Remember it is a privilege to give actionable feedback to peers and colleagues. Authentic engagement in the growth of others is a wonderful attribute (I admit it, this can be challenging after the first 5 or 6). To make it actionable I love the advice Kathryn Britton gives to
- Tell people what to keep (what you love them to do)
- Feedback that leads to higher goals
- Reach for the best of you (not be more like me!)
2) Imagine a face to face conversation. You do need to be honest but don’t say something you would not say looking the colleague in the eye. Most likely you will be very specific with either your good or bad feedback if you are face to face – so don’t waffle with bland hints in your written feedback.
3) Be fearless. Just as Edmond Burke said “the only thing necessary for the triumph of evil was for good men to do nothing” The same is true for reviews and the opportunities to provide feedback for colleagues. Your choice here is to stand up and be counted. It is increasingly important to many corporations that just getting the work done is necessary but not sufficient. This is a great time to pull out the Corporate Values, tenets or other PR / HR material that the organisation uses to set it’s aspirations if you are struggling to benchmark a behaviour that you feel it appropriate to give feedback on
4) Take time: I can’t do more than 3 reviews in a row justice. So if I have fifteen to complete, 3 before lunch each day for the week is my goal.