How to Give Feedback if You Want to Change Someone's Behavior?

We continue our series of articles about feedback. In the first part we outlined 5 important principles for any feedback, and in the last article we told you how to give feedback in situations when criticism is inappropriate. Today, let's talk about what to do if you need to change someone's behavior.

Where Can I Apply this?

1) When you review a completed project or task.

2) At any work meeting, meetup and dailies, if a colleague violates agreements or just misbehaves.

3) In personal life, if you’re willing to influence someone's behavior.

How to Give Feedback?

3 important steps:

1) A – Action

What happened and in what context?
Yesterday during the meeting with the client you spent almost all the time on the first half of the project, and in the end you didn't have time to reveal the most significant ideas.

2) I – Impact

How did this impact the situation? It is crucial to be logical and highlight cause-and-effect relationships between actions and consequences.
Because of this, we lost the customer's trust, and in the end he chose the project of our competitors.

3) D – Do

How can we influence the situation now? Or how can we avoid it in the future? This can also work in the opposite direction: how can we systematize the situation if we like the outcome?
Case 1: How to fix current situation Let's send the client a detailed presentation that reveals steps 2 and 3. Case 2: How to prevent it n the future When preparing for future client meetings, don't forget to rehearse to get the entire presentation into the right timings.

What if an Employee Has Violated a Company-Imposed Standard?

In such a situation, two more points are added to the AID structure:

1) A – Action

The employee does not mark working hours in the control system.

2) S – Standart. A short description of the standard

Every working day, the employee must mark 8 hours. From this data, we compare the evaluation with the planning results.

3) W – Watching. What is actually happening?

The employee is marking 3, 5, 8 hours, here is the report that confirms it.

4) I – Impact

What happened and in what context?

5) D – Do

Therefore, the employee should be marking his working hours.
This feedback structure helps to be specific, build a clear logical thread through the problem and lead to change.
In the next article, we will discuss how to give feedback in a safe environment where you can freely share your emotions and feelings.
Does your team have a feedback culture?
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