Read MoreGiving feedback – even a generic one – could be tricky. You want be as honest as possible, but at the same time you don’t want to offend the other person, and you also want to ensure that the discussion is a productive one. Most importantly, you don’t want the other person to take offence or reject your feedback in anger.
As simple as it sounds, giving feedback – especially to colleagues and seniors – could prove to be a stressful and arduous task. So much so that you might just want to put it off altogether.
But is putting off or delaying feedback the right way to go? Will that make the other person undertand that some improvement is required? No, definately not!
How then, can you give feedback that will be received the right way? How can you make the most of your feedback session?
This video illustrates a situation where, a junior executive is required to provide his superior, someone two levels senior to him, with feedback.
In this case, he had sent her two e-mails seeking certain documents that are critical for him, to complete a task he has been entrusted with. However, both his e-mails have gone unanswered. Knock, knock.
Mrs. Mehra has a visitor
Mrs. Mehra: “Yes. Come in”
Aamir: “Good morning Mrs Mehra”
Mrs. Mehra: “Good morning. Tell me, how may I help you?”
Aamir: “Mrs. Mehra, this is with reference to my emails dated November 05 and 08, requesting for documents A and B, which are critical for the completion of the monthly MIS reports for our projects, I am yet to receive the documents from you.”
Aamir: “M’am, if I do not receive the documents in time, I will be unable to meet the deadline for the MIS reports. As you are aware that the task takes a full working day to complete, and the deadline for this is barely twenty-four hours away.
Aamir: “Hence, may I request you to send me the document no later than five pm today.”
Mrs. Mehra: ”Yes, Sure. I’ll do that.”
Aamir: “I hope that’s possible, M’am”
Mrs. Mehra: “Yes, Sure. I’ll do that.”
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