How can you provide feedback that is clear, concise, and jargon-free?
Learn from the community’s knowledge. Experts are adding insights into this AI-powered collaborative article, and you could too.
This is a new type of article that we started with the help of AI, and experts are taking it forward by sharing their thoughts directly into each section.
If you’d like to contribute, request an invite by liking or reacting to this article. Learn more
— The LinkedIn Team
Feedback is an essential part of any career, whether you are giving or receiving it. It can help you improve your performance, learn new skills, and achieve your goals. However, feedback can also be ineffective, confusing, or demotivating if it is not delivered in a clear, concise, and jargon-free way. In this article, you will learn some tips and techniques to provide feedback that is easy to understand, relevant, and respectful.
One of the most common mistakes in giving feedback is using vague or ambiguous language that leaves the recipient wondering what you mean or what you expect from them. For example, saying "You need to work on your communication skills" or "Your report was not very good" does not provide any specific or actionable information. Instead, use concrete and descriptive words that illustrate what you observed, what the impact was, and what the desired outcome is. For example, saying "You did not respond to the client's email within 24 hours, which made them feel ignored and frustrated. Next time, please reply within the same day and acknowledge their request" or "Your report had several spelling and grammar errors, which reduced its credibility and professionalism. Please proofread your work carefully and use a spell-checker before submitting it" gives the recipient a clear picture of what they did well or poorly, why it matters, and how they can improve.
-
Charity S. McDonald
Whenever I give feedback, it really is individualized for the person. There is a framework that has been beneficial for me but what I say is tailored to the person. People communicate, comprehend, learn and receive feedback differently. Everyone does not have the same level of EQ or active listening skills. This understanding has helped me limit confusion. Also, my message is reinforced by a written message. Sometimes, I use visual concepts or more tactile concepts. I make sure there is clarity. I may ask motivational questions to verify that they understand the expectations.
8
-
Abraham A
My take on it to change the word feedback, which points basically to what went wrong or and so often taken personally and use the word feedforward where we explain how things could have been done better and let the person concerned make their own evaluation of how they can improve on what they did.
6
Another common mistake in giving feedback is providing too much or too irrelevant information that overwhelms or distracts the recipient. For example, saying "You did a great job on the presentation, but you need to work on your eye contact, your posture, your voice, your slides, your timing, your audience engagement, and your Q&A session" or "Your resume is good, but you should change the font, the layout, the color, the length, the order, the keywords, and the summary" does not help the recipient prioritize or remember the most important points. Instead, be brief and focused on the most critical or impactful aspects of the feedback. For example, saying "You did a great job on the presentation, especially on explaining the main idea and providing evidence. However, you need to work on your eye contact, as you often looked down or away from the audience, which reduced your confidence and rapport" or "Your resume is good, but you should shorten it to one page and highlight your most relevant skills and achievements for the position" gives the recipient a concise and focused summary of what they did well or poorly, and what they need to work on.
-
Charity S. McDonald
In my experience in career transition and as a former executive recruiter, its best to use an HR approach. This can be as short as 2 to 3 sentences: -Start positive with what went well -State area(s) for improvement -Share solutions and clear examples In addition, asking the candidate to self-rate can be helpful because you can use their own language to support your feedback. You can also see where the candidate may possibly lack self-awareness and you can make note of that to redirect the attention to areas where they can improve. When feedback is provided with clear expectations, the experience has less pushback. Also, the likelihood of seeing the results is greater.
10
-
Arun Velekkat
Co-founder at Frientor | Ex - VMware, Oracle, CGI | Uni of Leeds
When providing feedback, it's crucial to consider: 1. Context and Objective: The nature of feedback (manager to direct, peer to peer, 360-degree feedback, or customer) greatly influences how it's received. 2. Relationship Dynamics: The quality of the relationship between the giver and receiver of feedback plays a significant role in its effectiveness. 3. Historical Context: Past experiences with feedback, both giving and receiving, can shape how it's perceived. 4. Cultural Sensitivity: Language differences, communication styles, and cultural hierarchies can significantly impact how feedback is received. This is especially important if the giver or receiver, or both, are non-native speakers or if there are age-related dynamics at play.
6
A third common mistake in giving feedback is using jargon or technical terms that the recipient may not understand or may misunderstand. For example, saying "You need to improve your SEO strategy and optimize your keywords, meta tags, backlinks, and analytics" or "You need to apply the SMART framework and the 80/20 rule to your goal setting and time management" does not help the recipient if they are not familiar with these terms or concepts. Instead, avoid jargon or technical terms unless you are sure that the recipient knows what they mean and how they apply to their situation. If you need to use them, explain them in simple and plain language, and give examples or illustrations. For example, saying "You need to improve your SEO strategy, which means making your website more visible and relevant to people who search for your products or services online. For example, you need to use words or phrases that your potential customers would use to find you, and put them in your titles, descriptions, and content" or "You need to apply the SMART framework and the 80/20 rule to your goal setting and time management, which means making your goals specific, measurable, achievable, relevant, and time-bound, and focusing on the 20% of tasks that produce 80% of the results. For example, you need to set a clear and realistic goal for each week, month, and year, and prioritize the most important and urgent activities that will help you reach them" gives the recipient a clear and simple explanation of what the terms mean and how they can use them.
-
Charity S. McDonald
It's often said communication is key. I'd say comprehension is key. This is unfortunately common in many work cultures. They use lots of acronyms or terms people new to the organization aren't familiar with. I make sure when I use acronyms it is evident what I'm referring to and context is provided beforehand. This means the candidate received an email with the acronyms and their meaning is clarified. Also, if they ask what I mean or when I ask if they have questions (in the event they glossed over the email or forgot), they will be clear. It's important that candidates manage their expectations and understand the expectations of our sessions as well.
4
-
Sree Gaithri Pominathan
APAC Talent Leader and Business Partner | CEI, Allyship, Diversity
Yes agreed that you need to avoid the jargon. Keep it to the level of people you are communicating with. Know your audience. Ask open questions through the process to ensure the other party comprehends what you have shared. Some examples- What do you feel about the feedback shared? What actions do you think you can take to address this area of improvement? I would like to ensure you understand the feedback shared; please share your understanding and the actions discussed.
(edited)3
-
Charity S. McDonald
What was not highlighted in this article is how people are different. We have diverse ways of receiving and taking in information. That must be considered in giving feedback. If I see someone may be more sensitive to criticism and may misinterpret my feedback (which can be counterproductive to the session), its better I have this person self-rate. And use their words to give feedback. This has been very helpful. My goal is to remain solution focused and optimistic that there is room to improve. Also, there is room for resilience on the part of the person I'm offering feedback to. I aim to treat people as they'd like to be treated with fairness and equity. Personally, I'd want an individualized approach also if someone offers me feedback.
9
-
Angelina Mishchuk
Talent Acquisition Partner | Career Consultant | Member of Harvard Global Community of Entrepreneurs
I would add following ones: - Start with the Positive: if you need to give negative feedback, such as on a piece of work, then you should initially start with what the employee has done well. - Be Objective: you should always focus on factual information and justify your feedback, especially if it’s negative. - Give Actionable Advice: it is incredibly important if you are going to give negative feedback. It’s pointless to criticise a piece of work if you don’t say how to improve it. - Make Feedback Frequent: you should always aim to give feedback frequently – don’t just wait for an annual appraisal before you let an employee know their progress.
4