Feedback is a gift that you give to the recipient. If you think that it matters enough to say something about the way in which someone has behaved, then you should be concerned to see that it is both given & received in the best possible way. If you bear the following four points in mind when giving feedback, then they may help to ensure that your message is effectively delivered.

1. Effective Feedback – Make it ‘SNAP’py
Feedback is a gift that you give to the recipient. If you think that it matters
enough to say something about the way in which someone has behaved,
then you should be concerned to see that it is both given & received in the
best possible way. If you bear the following four points in mind when giving
feedback, then they may help to ensure that your message is effectively
delivered.
S - Specific example – Always give a specific example of your observations
of the individual’s behaviour.
N - Non-Judgemental – Don’t attribute a value to others in what you say
but speak for yourself. For example, don’t say: “I think the team were
offended by what you said”, rather say: “I was offended by what you said” –
own the feedback.
Also, don’t make assumptions, or provide explanations regarding their
motivation for acting as they did – just say it as you experienced it.
A – Actionable - Ensure that the individual can do something about the
issue raised. Don’t give the feedback if you have not considered what they
can do differently. It is reasonable for them to ask you how they might
behave in a different way in the future, so think, before you offer feedback.
P – Proximate - Use a recent example of the behaviour in question, & don’t
hold on to the feedback for too long – they might challenge you for not
sharing earlier. They might also be offended that you have watched them
carrying on with the behaviour without offering them the gift of feedback so
that they might change.
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Alex Clapson 16-03-23