Avoid Actionable Feedback

date

May 3, 2023

slug

avoid-actionable-feedback

author

status

Public

1. Actionable feedback can be perceived as offensive

Feedback, especially negative feedback, can lead to negative emotions. We can mitigate this through a positive work environment, supportive team members, well-trained communication skills and a consensus on pursuing the same goal. However, since the negative emotions that arise from feedback are rooted in human nature, it is difficult to eliminate them completely. Instead, we should strive to make feedback less offensive.

I believe that actionable feedback can come across as a command. Commands often carry an offensive nuance in their wording.

2. Actionable feedback creates hurdles in the feedback process

Giving feedback can be difficult, as it requires a considerable amount of emotional and cognitive efforts. When you need to provide actionable feedback, you need to identify a solution to the problem. This additional requirement makes the feedback process even more demanding.

3. You are not the owner of the feedback recipient’s improvement.

In a team with a high level of talent, the person receiving feedback should take charge of their own self-improvement. About their situation, they have more context and knowledge than you do. Instead of simply handing them a solution, why not give them the opportunity to grow and learn on their own? They might discover a better solution than the one you’d suggest. Alternatively, they could ask for your solution, not as an object, but as a subject.

Better Approach: The Worry Conversation

Let’s consider about a specific example. You have a team member who suddenly wakes up at midnight, works 2-3 hours and then goes back to sleep. You think this might not be sustainable in the long run.

During the feedback process, You could offer solutions, like “You should stop working at night.” or “Why don’t you just rest if you wake up during sleep?”.

However, I suggest expressing your concern without offering a solution, such as, “I’m worried about your sustainability because you’re working late at night unexpectedly”

This type of feedback is less offensive and provides an opportunity for self-improvement. This approach, which I call the “Worry Conversation”, is a better way to give effective feedback.