{"id":605,"date":"2024-03-18T13:53:46","date_gmt":"2024-03-18T13:53:46","guid":{"rendered":"https:\/\/bellmarketingsolutions.com\/index.php\/2024\/03\/18\/how-to-give-productive-feedback-according-to-hubspot-managers-editors\/"},"modified":"2024-03-18T13:53:46","modified_gmt":"2024-03-18T13:53:46","slug":"how-to-give-productive-feedback-according-to-hubspot-managers-editors","status":"publish","type":"post","link":"https:\/\/bellmarketingsolutions.com\/index.php\/2024\/03\/18\/how-to-give-productive-feedback-according-to-hubspot-managers-editors\/","title":{"rendered":"How to Give Productive Feedback, According to HubSpot Managers &amp; Editors"},"content":{"rendered":"<div class=\"hs-featured-image-wrapper\">\n <a href=\"https:\/\/blog.hubspot.com\/marketing\/how-to-give-productive-feedback\" title=\"\" class=\"hs-featured-image-link\"> <img decoding=\"async\" src=\"https:\/\/blog.hubspot.com\/hubfs\/productive%20feedback.png\" alt=\"productive feedback given from a manager\" class=\"hs-featured-image\" style=\"width:auto !important;max-width:50%;float:left;margin:0 15px 15px 0\"> <\/a>\n<\/div>\n<p>Have you ever been in a situation where one piece of feedback changed your life? I have! For years, I worked as a full-time employee at startups and tech companies.<\/p>\n<p>Have you ever been in a situation where one piece of feedback changed your life? I have! For years, I worked as a full-time employee at startups and tech companies.<\/p>\n<p>Then, one day, my boss discovered I did a few content marketing side gigs after hours (which wasn\u2019t a secret). Initially, they were worried and asked me to choose between working for them or focusing on freelance work.<\/p>\n<p>After giving it some thought, however, they told me that \u2013 from a career stance \u2013 it made sense to transition to a full-time content marketing freelancer, as many companies needed these kinds of services and had no one to work with.<\/p>\n<p>This reassured me that moving to freelancing was right, and I haven\u2019t looked back since.<\/p>\n<p>What I heard that day was <a href=\"https:\/\/blog.hubspot.com\/marketing\/positive-feedback-examples\">productive feedback<\/a> at its finest. In this article, I\u2019ll tell you what it is, how to share it, and provide examples from managers who offer constructive advice to employees daily.<\/p>\n<p><a class=\"cta_button\" href=\"https:\/\/www.hubspot.com\/cs\/ci\/?pg=f60bf423-ac11-42d7-9904-e898d211a2ad&amp;pid=53&amp;ecid=&amp;hseid=&amp;hsic=\"><img decoding=\"async\" class=\"hs-cta-img \" style=\"height: auto !important;width: auto !important;max-width: 100% !important;border-width: 0px;margin: 0 auto;margin-top: 20px;margin-bottom: 20px\" alt=\"Download Now: 5 Free Skill Development Templates\" height=\"59\" width=\"463\" src=\"https:\/\/no-cache.hubspot.com\/cta\/default\/53\/f60bf423-ac11-42d7-9904-e898d211a2ad.png\" align=\"middle\"><\/a><\/p>\n<p><a href=\"#what-is-productive-feedback\">What is productive feedback?<\/a><\/p>\n<p><a href=\"#how-to-give-productive-feedback\">How to Give Productive Feedback<\/a><\/p>\n<p><a href=\"#productive-feedback-examples\">Productive Feedback Examples.<\/a><\/p>\n<p><a href=\"#giving-high-performer-productive-feedback\">Giving a High-Performer Productive Feedback<\/a><\/p>\n<p><a><\/a> <\/p>\n<h2>What is productive feedback?<\/h2>\n<p>Productive feedback acts as constructive criticism. It\u2019s given to support growth and improvement in a specific area. The productivity aspect suggests that the feedback should be useful, actionable, and motivating.<\/p>\n<p>To ensure the feedback is productive, it should include the following elements.<\/p>\n<h3>Specificity<\/h3>\n<p>Feedback should focus on specific behaviors or areas. Explain to the feedback recipient exactly what they should do to improve and how they should do it. The comments cannot be vague.<\/p>\n<h3>Actionability<\/h3>\n<p>Feedback must include clear guidelines, such as practical advice, resources, or examples of the next steps that the person should take to boost their performance.<\/p>\n<h3>Positivity<\/h3>\n<p>Feedback should be given positively to motivate someone to act rather than bring them down. Make sure to balance suggestions for improvement with someone&#8217;s strengths and achievements.<\/p>\n<h3>Timelines<\/h3>\n<p>Not all types of feedback can wait until an upcoming employee evaluation. \u2018Timeliness\u2019 means that the person you\u2019re speaking to can recall the exact situation with details, so they can refer to it or present their perspective.<\/p>\n<h3>Relevance<\/h3>\n<p>Your feedback should relate to an aspect of their work \u2013 goal completion, work quality, or <a href=\"https:\/\/blog.hubspot.com\/service\/team-collaboration\">team communication<\/a>. The employee might be confused if the link between your feedback and their work isn\u2019t unclear.<\/p>\n<h3>Openness<\/h3>\n<p>Productive feedback isn\u2019t a monologue; it\u2019s a two-way street. Once you share your perspective, it\u2019s important to hear the employee out and discuss how to proceed next.<\/p>\n<h3>Constructiveness<\/h3>\n<p>When the <a href=\"https:\/\/blog.hubspot.com\/sales\/upwards-feedback-examples\">manager<\/a> and employee end the discussion, they should feel that the feedback session was constructive and the goal was for the employee to improve their work, not to point out their shortcomings.<\/p>\n<p><a><\/a> <\/p>\n<h2>How to Give Productive Feedback<\/h2>\n<p><img decoding=\"async\" src=\"https:\/\/lh7-us.googleusercontent.com\/x4NVXGg6mE7pBrp8WbR5gVS5GmOFL6L57TVbAEYhBTB0WikFLAMv1VT4iXKl8ylZ04kd96DJ51UDxgkEgl9SPQYdfixrmx_zP1yCk4A4W3rxHhpUQkZJiayz1My5Y5iPzQE30Eyn1ClW_VyDbvlHmwM\" style=\"margin-left: auto;margin-right: auto;width: 650px;height: auto;max-width: 100%\" title=\"\"><\/p>\n<h3>Step 1. Be clear on the intent.<\/h3>\n<p>While sometimes spontaneous feedback is a good thing, most of the time, it\u2019s better to plan it. Before you approach someone to give them feedback, you must know its purpose. Here are a few questions that you can ask yourself to figure it out:<\/p>\n<ul>\n<li>Does your team or company suffer from the behaviors or actions of a specific employee?<\/li>\n<li>What mood are you in? Do you feel calm or stressed and angry?<\/li>\n<li>Are you in a place where you can give feedback privately so both of you can feel comfortable?<\/li>\n<li>Do you know exactly what you\u2019d like to communicate?<\/li>\n<\/ul>\n<p>Remember that productive feedback should always be helpful and given with empathy and respect. If you\u2019re unsure of your intentions or feeling edgy, it\u2019s best to keep whatever you want to say to yourself.<\/p>\n<h3>Step 2. Pick the right time and place.<\/h3>\n<p>Timing is crucial when offering productive feedback, as the employee needs to be in the right state of mind and have enough time to hear what you\u2019re saying.<\/p>\n<p>If possible, you should always schedule a meeting. Laura Grant, marketing manager at <a href=\"https:\/\/blueskysolutionsuk.com\/\">BlueSky Solutions<\/a>, suggests having a semi-formal setting. That means the tone should be inclusive but on the formal side.<\/p>\n<p>\u201cYou should set aside time for a proper discussion and allow all parties to plan and set objectives,\u201d she says.<\/p>\n<p>Katharina Larikka, performance marketer at <a href=\"http:\/\/www.droppe.com\/\">Droppe<\/a>, agrees and adds, \u201cWe have seen that most feedback is most productive when the recipient is open to it. In practice, this means sharing it in our quarterly review meetings, when everyone aims to give and receive feedback.\u201d<\/p>\n<p>If feedback needs to be more ad hoc, Larikka\u2019s team asks if it&#8217;s a good moment to give feedback before doing so.<\/p>\n<p>\u201cIf you want a colleague to improve, the first step is to make sure they hear you, and it&#8217;s not going to happen if they are in back-to-back meetings for a day and read your message in between,\u201d Larikka says.<\/p>\n<h3>Step 3. Avoid accusations and calmly describe the situation.<\/h3>\n<p>The golden rule for offering productive feedback is to come into the meeting with \u201cgood faith.\u201d While this applies to the manager and the employee, the former usually runs the meeting and sets the tone.<\/p>\n<p>Since not all feedback meetings come with an agenda, remember that the person receiving feedback might be surprised and might be emotional.<\/p>\n<p>\u201cIt is almost impossible to foresee how the recipient will reply. You should attentively observe and listen to their response to comprehend what they heard and how they felt about it,\u201d says John Butterworth, CEO and founder at <a href=\"http:\/\/10kschools.com\/\">10kschools<\/a>.<\/p>\n<p>If they become emotional, Butterworth says notice it, address it, and let it go before returning to the feedback discussion.<\/p>\n<p>\u201cIf they aren&#8217;t answering or you feel a deeper issue is at play, ask open-ended questions to clarify,\u201d Butterworth says.<\/p>\n<p>He also points to an important aspect \u2014 acknowledging the time employees need to apply improvements.<\/p>\n<p>\u201cChanging behaviors is difficult. Give the receiver ample time, attention, and support. If you notice an improvement, provide positive feedback,\u201d he says. \u201cIf there\u2019s no progress, ask them how the action plan is doing and see what else you can do to assist.\u201d<\/p>\n<p>Butterworth does, however, also say that the tone of your feedback should change over time if the performance issues persist.<\/p>\n<h3>Step 4. Pause and give them a chance to respond.<\/h3>\n<p>After saying everything you wanted, you should give your employee a chance to present their point of view or version of events. You can ask: \u201cWhat has it been like for you?\u201d or \u201cWhat do you think happened?\u201d<\/p>\n<p>Mark Damsgaard, founder of <a href=\"https:\/\/globalresidenceindex.com\/\">Global Residence Index<\/a>, says constructive criticism becomes productive if you\u2019re coming from a place of concern and genuinely want your employees to be better.<\/p>\n<p>\u201cListening to their side of the story can help once you have already given the feedback. What was the reason for their errors? Why were they always late recently? Then, actively listening to their side and knowing where they\u2019re coming from would allow you to provide help and suggestions,\u201d Damsgaard says.<\/p>\n<p>Damsgaard notes that these suggestions could make them feel more supported and that your workplace is a safe place.<\/p>\n<p>Damsgaard adds that such an approach makes employees better moving forward. Being able to feel that they\u2019re in a team that supports them encourages them to work harder and better.<\/p>\n<p>You can also allow them to share <a href=\"https:\/\/blog.hubspot.com\/sales\/upwards-feedback-examples\">upward feedback <\/a>\u2014 you might learn about issues that you haven\u2019t been aware of, which addressing will make your collaboration better.<\/p>\n<h3>Step 5. Discuss the next steps.<\/h3>\n<p>I mentioned that productive feedback should be actionable. That\u2019s why before you end your meeting, you should give your employees a few suggestions on how to improve.<\/p>\n<p>Alternatively, you can ask them if they have any ideas on changing their behaviors or enhancing their performance.<\/p>\n<p><a><\/a> <\/p>\n<h2>Productive Feedback Examples<\/h2>\n<p>Let\u2019s take a look at some real-life examples to get a better understanding of what productive feedback is.<\/p>\n<h3>A Personal Story Shared on Quora<\/h3>\n<p>The first productive <a href=\"https:\/\/blog.hubspot.com\/marketing\/positive-feedback-examples\">feedback example<\/a> comes from a Life Coach, Sara Rosseel, who shared her experience on <a href=\"https:\/\/www.quora.com\/What-is-the-most-impactful-feedback-that-you-have-ever-received-from-someone-you-did-not-expect-to\">Quora<\/a>.<\/p>\n<p>In her story, she describes a job working for an international company where she managed several projects in Latin America and the Caribbean. She was the youngest person on the team and was happy to work 50-60 hours a week.<\/p>\n<p>Rosseel says her boss was a \u201ctough-as-nails, no-nonsense woman.\u201d<\/p>\n<p>During her performance review, Rosseel\u2019s manager was concerned that Rosseel wasn\u2019t challenged. Rosseel says she took on routine tasks the project managers didn&#8217;t want to handle.<\/p>\n<p>\u201cSo, she asked me what kind of work I was most interested in and encouraged me to ask the project managers to get me involved. She explained that the experience would be not only valuable for my future career but also more fulfilling for me,\u201d Rosseel writes.<\/p>\n<p>The manager gave Rosseel her support and a six-month timeline to spread her wings.<\/p>\n<p>\u201cNot every manager in that organization \u2014 especially those in senior positions \u2014 takes an interest in young junior staff. I consider myself fortunate and since then have had the opportunity to pass on the same advice to others,\u201d Rosseel writes.<\/p>\n<p><strong>What made this productive feedback? <\/strong><\/p>\n<ul>\n<li>First of all, it came from a senior person who had a lot of authority. She took an interest in a junior employee and clearly communicated to Rosseel that she saw a lot of potential in her and wanted to help her spread her wings.<\/li>\n<li>The manager used the stick-and-carrot approach \u2013 she said that she would help Rosseel in her career development provided that she would give it her best. The manager also proposed a rough deadline (i.e., six months), by which Rosseel had to demonstrate significant improvement. Also, she told her exactly what she should do.<\/li>\n<li>Additionally, instead of orchestrating Rosseel\u2019s career, the manager made sure that her advice and career plans were in line with Rosseel\u2019s objectives and aspirations.<\/li>\n<\/ul>\n<p>Lastly, but most importantly, the feedback recipient considered the advice useful and valuable. Following it allowed Rosseel to progress in her work.<\/p>\n<h3>Receiving Productive Feedback \u2013 My Own Experience<\/h3>\n<p>In a past professional life, I worked as a project manager at a software consultancy. I came to the business with three years of experience in managing a digital product at a startup.<\/p>\n<p>So, while I understood how project management tools like JIRA worked, I only used the tool\u2019s basic functionalities.<\/p>\n<p>However, when I joined the new company, I started managing about four or five projects simultaneously, with 20+ people involved. I quickly found that I needed to customize some of the project boards.<\/p>\n<p>I asked a senior project manager for help, and they showed me how to use advanced rules to adjust the layout and functions to my needs.<\/p>\n<p>The company puts a lot of emphasis on open, productive feedback. So, it wasn\u2019t a surprise that I found a description of this situation in a spreadsheet my manager used to gather feedback for my monthly performance evaluation.<\/p>\n<p>The senior PM mentioned that I wasn\u2019t an experienced project manager yet, so I did not need to know advanced JIRA functionalities at this stage of my career.<\/p>\n<p>But, if I wanted to make this my long-term career path, I would need to become proficient.<\/p>\n<p>The reason why this was such a memorable piece of feedback is that the fellow PM underlined that they didn\u2019t want me to feel like I was underperforming.<\/p>\n<p>They brought this up to give me a heads-up for a skill I would be required to have in, say, six months.<\/p>\n<p>This would give me plenty of time to start learning JIRA at my own pace.<\/p>\n<p>They also made sure to provide a positive review of my ongoing work, which I saw as a nice pat on the back and encouragement to keep going.<\/p>\n<p><a><\/a> <\/p>\n<h2>Giving a High-Performer Productive Feedback<\/h2>\n<h3>Know when to step away from the classic \u201csandwich method.\u201d<\/h3>\n<p>In case you\u2019re not familiar with it, the sandwich method is a technique where a piece of constructive criticism is offered between a positive start and an encouraging end of the feedback meeting.<\/p>\n<p>While it\u2019s very popular, some team managers have their own take, including Amit Raj, founder and CEO at <a href=\"https:\/\/thelinksguy.com\/\">The Links Guy<\/a>.<\/p>\n<p>\u201cI find it effective to start and end the session with genuine appreciation and encouragement but to address areas of improvement in a separate, dedicated conversation. This separates positive reinforcement from constructive criticism, allowing team members to fully absorb both without feeling overwhelmed or confused,\u201d he says.<\/p>\n<p>For instance, Raj once had a team member who struggled with meeting deadlines.<\/p>\n<p>Instead of sandwiching this critique between compliments, he scheduled a separate meeting to discuss time management strategies and provided actionable improvement steps.<\/p>\n<p>\u201cThis method helped maintain a positive atmosphere while addressing performance issues constructively, leading to meaningful progress and growth for the individual and the team as a whole,\u201d Raj says.<\/p>\n<h3>Choose the communication medium wisely.<\/h3>\n<p>Some of us learn from audio or images better, while others are best at synthesizing information in text form. Gary Gray, co-founder and CEO of <a href=\"http:\/\/couponchief.com\/\">CouponChief<\/a>, says that we should also remember this while providing feedback.<\/p>\n<p>In managing a remote team of over 30 employees, Gray found that dispersed team members respond a lot better to feedback when you switch up the mediums and consider their learning styles.<\/p>\n<p>\u201cSome of my team are audio-visual learners, yet others prefer text. So, I use \u200b\u200bdocuments, emails, voice notes, and even asynchronous video messages to deliver feedback and give everyone time to digest the information at their own pace,\u201d says Gray.<\/p>\n<p>According to Gray, the company intentionally mixes up these communication mediums and chooses them depending on the context.<\/p>\n<p>For example, he notes that voice notes in tandem with written feedback convey tone and emotion better than text alone. This is beneficial when dealing with sensitive topics or complex ideas.<\/p>\n<p>\u201cAll this reduces the chances of misinterpretation while creating a useful reference that we can revisit to reflect on what worked and what didn\u2019t,\u201d Gray says.<\/p>\n<h3>Make sure your empathy shines through your conversation.<\/h3>\n<p>While managers are responsible for their department\u2019s results, they must also advocate for their team members. This means that they should show empathy to the person they\u2019re speaking to, even if they have a few sharp remarks to share.<\/p>\n<p>Alex Freeburg, managing attorney and founder of <a href=\"https:\/\/tetonattorney.com\/\">Freeburg Law<\/a>, says that, in his experience, empathy makes all the difference.<\/p>\n<p>\u201cI start by acknowledging an employee\u2019s efforts and where they could use additional support. A simple sentence like, \u2018I understand this project has been challenging, and I believe we can make it better together\u2019 is much more powerful than jumping straight into criticism,\u201d Freeburg says.<\/p>\n<p>Through empathy, Freeburg says, you\u2019re more mindful of how your feedback is being received \u2014 whether your employees are feeling overwhelmed and if they need some time to grasp what you\u2019ve said.<\/p>\n<p>\u201cRevisiting the conversation allows for processing time and follow-up, helping the feedback process to have a meaningful impact,\u201d Freeburg notes.<\/p>\n<h3>Provide the feedback privately.<\/h3>\n<p>Picking the right place to give feedback is as important as what you\u2019re going to say. The feedback recipient must feel safe and comfortable; that\u2019s why it\u2019s not recommended to give it in public places.<\/p>\n<p>James Wilkinson, <a href=\"https:\/\/balanceone.com\/\">CEO of Balance One Supplements<\/a>, shares a story on how he gave feedback to an employee after a customer service failure.<\/p>\n<p>Wilkinson recalls a customer service failure when the experience that the client was having was less than stellar.<\/p>\n<p>\u201cI chatted privately with a team member to give him feedback right away and in private,\u201d says Wilkinson. \u201cI shared what was working, broke down the miscommunications, and, together, identified strategies for how we could prevent these in the future.\u201d<\/p>\n<p>Wilkinson notes that the employee was not shamed publicly during the incident.<\/p>\n<p>Instead, \u201cI was also able to educate in more than just mistake-fixing: giving feedback shows your investment in their humanity and their development,\u201d Wilkinson says.<\/p>\n<p>Wilkinson mentioned that good feedback is never just a way to correct mistakes. It also makes the team believe in their potential and capacity to grow, as well as improves <a href=\"https:\/\/blog.hubspot.com\/service\/team-collaboration\">team collaboration.<\/a><\/p>\n<h3>Frame feedback from your own observations and experiences.<\/h3>\n<p>Avoid sounding like you are blaming them. You don\u2019t want to antagonize your employees, but simply tell them they should do something different.<\/p>\n<p>Lilia Tovbin, CEO and founder at <a href=\"https:\/\/www.bigmailer.io\/\">BigMailer.io<\/a> says, \u201cFrame feedback from your observations and experiences, which you can achieve using the \u2018I\u2019 perspective. This avoids sounding accusatory and allows for a more constructive conversation.\u201d<\/p>\n<p>Tovbin says she recently used this technique while providing feedback to a team member who was constantly late to their virtual meetings.<\/p>\n<p>\u201cInstead of saying, \u2018You\u2018re always late, and it\u2019s disrespectful,\u2019 I approached it by stating, \u2018I&#8217;ve noticed that our meetings are starting a bit later than scheduled, and it sometimes affects our productivity. Can we discuss how we can ensure everyone is on time for our future meetings?\u2019&#8221; she explains.<\/p>\n<p>This approach opened up a dialogue without making the person defensive, allowing for a more positive and productive outcome.<\/p>\n<h2>Productive Feedback and Career Growth<\/h2>\n<p>Progress isn\u2019t possible without feedback \u2014 whether it\u2019s directed at the employee or the manager. The most important thing to remember is that your feedback needs to be actionable and empathetic.<\/p>\n<p>Do the people you speak to know how to proceed? And do you feel that you\u2019ve got their back if they need extra help?<\/p>\n<p>Offering constructive feedback is what characterizes the best managers \u2014 those who know how to set expectations, all the while showing their readiness to support their staff in their career growth.<\/p>\n<p><a class=\"cta_button\" href=\"https:\/\/www.hubspot.com\/cs\/ci\/?pg=48d9f9de-a0c2-4da5-84a3-284924e4bdfe&amp;pid=53&amp;ecid=&amp;hseid=&amp;hsic=\"><img fetchpriority=\"high\" decoding=\"async\" class=\"hs-cta-img \" style=\"height: auto !important;width: auto !important;max-width: 100% !important;border-width: 0px\" alt=\"New Call-to-action\" height=\"226\" width=\"646\" src=\"https:\/\/no-cache.hubspot.com\/cta\/default\/53\/48d9f9de-a0c2-4da5-84a3-284924e4bdfe.png\"><\/a><\/p>\n<p><img decoding=\"async\" src=\"https:\/\/track.hubspot.com\/__ptq.gif?a=53&amp;k=14&amp;r=https%3A%2F%2Fblog.hubspot.com%2Fmarketing%2Fhow-to-give-productive-feedback&amp;bu=https%253A%252F%252Fblog.hubspot.com%252Fmarketing&amp;bvt=rss\" alt=\"\" width=\"1\" height=\"1\" style=\"min-height:1px!important;width:1px!important;border-width:0!important;margin-top:0!important;margin-bottom:0!important;margin-right:0!important;margin-left:0!important;padding-top:0!important;padding-bottom:0!important;padding-right:0!important;padding-left:0!important\"><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Have you ever been in a situation where one piece of feedback changed your life? I have! For years, I worked as a full-time employee at startups and tech companies. Have you ever been in a situation where one piece of feedback changed your life? I have! 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