Most feedback fails for one of two reasons: it is too vague to act on, or so softened that the point disappears. Good feedback is specific, kind, and about the work, not the person.
Behaviour, impact, ask
A reliable shape: name the specific behaviour, explain the impact it had, and say what you would like instead. It keeps things concrete and takes the character judgement out of it.
Be specific, not abstract
“Be more proactive” gives someone nothing to do. “When a deadline is going to slip, flag it a day early so we can adjust” is something they can actually act on tomorrow.
Example
“In yesterday’s call, the client asked twice about timelines and we did not have a clear answer (behaviour). It left them unsure we are on top of it (impact). For the next call, could you bring an updated plan with dates, even rough ones? (ask)”
Common mistakes
- The compliment sandwich, stacked so high the point is lost.
- Judging the person (“you are careless”) instead of the behaviour.
- Saving it all for review season. Feedback works best soon and small.