1) In informal environments where it is not obligatory to speak the language of standards
2) In modern teams as sometimes some actions of a colleague may not affect business indicators (impact from the AID structure), but we feel that something is going wrong. The atmosphere is heating up, the relationship becomes strained.
How to Give Feedback Based on Emotions?
4 important steps:
1) B – Behavior
Celebrate the fact/event/behavior. Don't generalize (always/constantly/frequently).
For example, when you said that…
2) O – Outcome
As in the previous structures, highlight the consequences.
For example, your words affected me badly...
3) F – Feelings
Describe your feelings, emotions, attitudes towards what is happening.
For example, I am upset/ angry...
4) F – Future
Ask what you can do to make sure the situation won't happen again.
For example, what will you do in the future…?
In some cases, you can extend “Future” with consequences in case the new arrangements are not followed.
For example, let's agree that if things don't work out, then...
Let's focus on general principles of building cool retros.
Start with the facts
Think back to what happened during the project, just the facts.
What was great? Why was it great? How did you achieve it?
What does this mean to us? What will we do to continue to use this insight/achievement?