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In giving and receiving feedback, both parties must first have a mutual understanding of the goals in what is being assessed. For example, an employee must know his or her job duties in order to benefit from feedback. If the assessment covers something that is not part of the specific job duties, the feedback is useless.

Here are some principles in both giving and receiving feedback:

  • A clear understanding of what will be assessed.
  • Assessment of skills or performance, not the person. "You never write a clear sentence" or "Your essay is garbage" will not help a student.
  • Use an easy method to give feedback. If a rating system (1 to 5) is used, the system must be defined: 1 = poor... 5=excellent.
  • Use examples. "You turned in 5 assignments out of 10 late."
  • Put examples within a context of expectations: "You agreed to work 5 days a week for 4 hours a day, but you've been late to work 15 times in 3 months."
  • Both parties must be open to feedback and must listen without defensiveness.
  • Feedback can be mutual, and if mutual, both parties can learn / improve.
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13y ago

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