Loud Thinking

Don’t Give Feedback When You Don’t Need To

While feedback should be a regular part of work, not every behavior warrants input. For example, you shouldn’t offer corrective feedback just because someone has a different work process — even if it stresses you out. So before you deliver feedback, think about what you’re trying to achieve. And avoid giving it when:

You do not have all the information

It concerns something that the recipient can’t control

The person appears to be highly emotional or especially vulnerable

You don’t have time to explain it thoroughly

It’s based on a personal preference, not a need for more effective behavior

You haven’t come up with a solution for how the person can move forward

Adapted from “Giving Effective Feedback (20-Minute Manager Series).”