The Gift of Feedback

Great workplace cultures are built on regular, intentional communication that extends beyond once-a-year appraisals. While Wake Forest implements an annual review structure for managers and employees, as well as 30-, 60-, and 90-day check-ins for new hires, such institutionalized performance discussions are the tip of the iceberg for high-performing teams. What drives their momentum? Consistent feedback.

While sometimes intimidating to initiate, feedback has the power to transform teams, allowing them to develop communication skills and deliver better results. To make these interactions both approachable and effective, a framework can help. Human Resources’ Learning and Development (HRLD) team recommends the Situation, Behavior, Impact (SBI) framework to give thoughtful and structured feedback:

• Situation: Identify the situation and subject of your feedback. Provide context.
• Behavior: In simple terms, and without judgement, identify the behavior.
• Impact: Share the impact of this action on yourself, your team, and/or your audience.

It’s important to provide feedback continuously, not just when issues arise, because it’s equally valuable, and at times more effective, to acknowledge good work being done. By improving your feedback skills, you’re giving yourself and your team the opportunity to improve your working relationships and deliver mission-driven results.

Develop your Feedback Skills

• 11:30 AM – 1:00 PM, October 21, HRLD in Person: How to Give and Receive Feedback
• 11:30 AM – 1:00 PM, October 28, HRLD In Person: Building a Feedback Culture
• From LinkedIn Learning: How to Give Feedback People Can Actually Use