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4th April 2025 / 0

A few feedback models

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In life we give feedback all the time, we just don’t realise it.  You might tell people about the good, or bad restaurant you’ve been to.  You tell people about a great hotel you’ve recently stayed at.  Sometimes we give direct feedback e.g. on TripAdvisor, or on social media.  It doesn’t stop even when we’re at home!  You might feedback on how nice a meal was, or that your partner looks nice in that dress.  We’re always giving feedback.

So, that begs the question, why do we find giving feedback so difficult in work, especially when that feedback is negative?  A lot of people find giving negative feedback awkward.  You don’t want to make the other person feel upset or uneasy which is why we sugar coat it.  Even at home we do that.  Even if the meal wasn’t nice, you might say it was and if you’re really brave you might feedback on the dress not looking that nice on your partner.  Good luck with that one!

It goes without saying that feedback if vital at work, especially if people are to learn.  Some of the benefits are:

  • It encourages improvement
  • It can boost motivation & engagement
  • It enhances learning & development
  • It can strengthen relationships & trust
  • It can increase efficiency & productivity
  • It can promote accountability

 

Here’s a couple of models that might help you to structure your feedback.  The models might help you to stop waffling, especially if you’re nervous about the reaction.

BEEF Model

Behaviour: Explain clearly what the person did (positively or negatively)
Example:
Give a specific instance of when this has happened
Effect:
Describe the effect it had on you or someone else or on the outcome
Future:
Advise what you want to happen from now on

AID Model

Action: What did you see the person do? (positively or negatively)

Impact: Explain the impact of that action.

Do: What you would like that person to do now

PEAR Model

Praise: Congratulate the individual on what they have done well

Examples: Give specific examples of where you’ve seen this happen

Ask: When and how can they make sure this happens again?

Reinforce: Provide encouragement and demonstrate how you will personally offer your support to help ensure this happens again going forward

These models can help you to structure your feedback.  Give it a go and see what you think.

 

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