What are some best practices for giving feedback to a sensitive colleague?

1 Know your purpose

Before you give feedback, ask yourself what you want to achieve. Is it to correct a mistake, to appreciate a strength, to suggest an improvement, or to resolve a conflict? Having a clear purpose will help you focus on the most relevant and important aspects of the feedback, and avoid unnecessary or vague comments. It will also help you communicate your feedback with a positive and supportive tone, rather than a critical or judgmental one.

2 Choose the right time and place

Timing and setting are crucial for giving feedback to a sensitive colleague. Avoid giving feedback when they are busy, stressed, or distracted, as they may not be receptive or attentive. Instead, choose a time when they are calm, relaxed, and open to dialogue. Also, avoid giving feedback in public, where they may feel embarrassed or exposed. Instead, choose a private and comfortable place, where they can feel safe and respected.

3 Use the sandwich method

The sandwich method is a popular technique for giving feedback, especially to sensitive colleagues. It involves starting and ending with positive feedback, and sandwiching the constructive feedback in between. This way, you can acknowledge and reinforce their strengths, while also addressing their areas of improvement. The sandwich method can help you balance your feedback, and avoid making them feel attacked or demotivated.

4 Be specific and factual

One of the most common mistakes in giving feedback is being too general or vague. This can confuse, frustrate, or offend your colleague, as they may not understand what you are referring to or what you expect from them. To avoid this, be specific and factual in your feedback. Use concrete examples, data, or observations to illustrate your points, and avoid personal opinions, assumptions, or judgments. This will help you clarify your feedback, and make it more objective and credible.

5 Focus on the future

Another common mistake in giving feedback is dwelling on the past or the problem, rather than looking forward or the solution. This can make your colleague feel guilty, defensive, or hopeless, as they may think that they cannot change or improve. To avoid this, focus on the future in your feedback. Emphasize the positive outcomes or benefits of the feedback, and offer suggestions or resources to help them achieve their goals. This will help you inspire your colleague, and show them that you care about their growth and success.

6 Ask for feedback

Finally, one of the best practices for giving feedback to a sensitive colleague is to ask for feedback yourself. This can demonstrate that you value their perspective, respect their opinion, and are willing to learn from them. It can also create a two-way dialogue, where you can exchange ideas, insights, and experiences, and build a stronger relationship. Asking for feedback can also help you model the behavior and attitude that you expect from your colleague, and show them that feedback is a normal and beneficial part of work.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?