Providing Impactful Feedback
Giving and receiving feedback can be a powerful tool for professional development and can help AHPs and support workers improve their skills, performance, and overall effectiveness in their roles. Here are a few more reasons why giving and receiving feedback is so important:
- Feedback helps AHPs and support workers stay motivated and engaged in their work. When AHPs and support workers receive positive feedback, it can boost their confidence and help them feel more motivated and engaged in their work. On the other hand, constructive feedback can help AHPs and support workers identify areas for improvement and give them the opportunity to make changes and progress in their roles.
- Feedback can lead to better patient outcomes. By receiving feedback and using it to improve their skills and performance, AHPs and support workers can provide better care for their patients. This can lead to better patient outcomes and a more positive patient experience.
- Feedback can improve the overall effectiveness of the team. By giving and receiving feedback regularly, AHPs and support workers can work together to identify and address issues within the team, leading to better teamwork and collaboration. This can help the team function more effectively and provide better care for patients.
- Feedback helps to foster a culture of continuous learning and improvement. When feedback is regularly given and received in a constructive and respectful manner, it can create a culture of continuous learning and improvement within the team. This can help AHPs and support workers stay up-to-date with best practices and continually improve their skills and performance.
Giving and receiving feedback is an important part of professional development for AHPs and support workers. It can help them improve their skills, performance, and overall effectiveness in their roles, leading to better patient outcomes and a more positive patient experience.
Giving and receiving feedback can be difficult:
- Fear of conflict: Some people may be afraid to give or receive feedback because they are worried it will lead to conflict or tension.
- Emotional reactions: Giving or receiving feedback can trigger strong emotional reactions, such as embarrassment, anger, or hurt. This can make it difficult for people to handle feedback in a constructive way.
- Lack of practice: Some people may not have had much experience giving or receiving feedback, and may not be comfortable with the process.
- Perception of criticism: Some people may interpret feedback as criticism, even when it is intended to be constructive. This can make them resistant to feedback or make them feel defensive.
- Cultural differences: Different cultures may have different norms and expectations around giving and receiving feedback. This can make it difficult for people from different cultural backgrounds to understand each other’s communication styles.
Overall, giving and receiving feedback can be challenging due to a variety of emotional, cultural, and practical factors. However, with practice and a focus on respect and mutual understanding, it is possible to overcome these challenges and use feedback as a powerful tool for learning and growth.
There are several things that can be done to mitigate the challenges of giving and receiving feedback:
- Focus on respect and mutual understanding: When giving feedback, it is important to approach the conversation with respect and a desire to understand the other person’s perspective. Similarly, when receiving feedback, it is important to try to listen without becoming defensive and to actively seek to understand the other person’s perspective.
- Use “I” statements: Rather than making statements that blame or criticise the other person, try using “I” statements to express your own feelings and perspective. For example, instead of saying “you always make mistakes,” try saying “I feel frustrated when mistakes are made because I know it can affect the quality of our work.”
- Set clear goals and expectations: Clearly communicating your goals and expectations can help to reduce misunderstandings and make it easier to give and receive feedback.
- Seek out feedback: Encourage others to give you feedback and actively seek out feedback from your peers, supervisors, and mentors. This can help you become more comfortable with the process of receiving feedback.
- Practice giving and receiving feedback: The more experience you have giving and receiving feedback, the more comfortable you will become with the process. Consider seeking out opportunities to give and receive feedback in a safe and supportive environment, such as through a mentorship program or a professional development workshop.
By focusing on respect, using “I” statements, setting clear goals and expectations, seeking out feedback, and practising giving and receiving feedback, you can mitigate many of the challenges of giving and receiving feedback and use it as a powerful tool for learning and growth.
COIN model
It is well worth having a clear and structured approach to giving feedback like using the COIN model.
COIN is an acronym that stands for Context, Observation, Impact, and Next Steps. It is a structured approach to giving feedback that helps to ensure that the feedback is clear, specific, and actionable. Here is how the COIN approach works:
Context
Provide context for the feedback by describing the situation or behaviour that you are commenting on. This helps the recipient understand the context in which the feedback is being given.
Observation
Describe what you observed or saw happen. Be specific and avoid making assumptions or interpretations.
Impact
Explain how the behaviour or situation affected you or others. This helps the recipient understand the impact of their actions.
Next steps
Suggest a specific action or next step that the recipient can take to address the issue or improve their performance. This helps to make the feedback actionable and helps the recipient know what to do next.
Here is an example of how the COIN approach might be used:
Context
“During the team meeting yesterday, I noticed that you were checking your phone several times.”
Observation
“You were looking at your phone for about five minutes in total.”
Impact
“I found it distracting and it made it difficult for me to focus on the meeting. I know that others may have also found it distracting.”
Next steps
“I would appreciate it if you could try to minimise phone use during team meetings in the future. It would help us all stay focused and make the most of our time together.”
The COIN approach can be a helpful tool for giving clear, specific, and actionable feedback. It can help the recipient understand the context, observation, impact, and next steps involved in the feedback and take concrete steps to address any issues or improve their performance.
Key to making sure feedback is impactful:
- Regularly provide feedback to AHP support workers on their performance, including specific areas of strength and areas for improvement.
- Use tools such as performance review forms or feedback sessions to provide structured feedback to AHP support workers.
- Support professional development goals:
- Help AHP support workers set specific, measurable, achievable, relevant, and time-bound (SMART) professional development goals.
- Provide resources and support to help AHP support workers achieve their goals, such as tuition reimbursement for relevant coursework or time off for training.
- Use feedback to recognise and reward progress
Read this
Really good academic article on the value of feedback in a healthcare “How to give and receive feedback effectively”. Great overview of feedback, including different approaches and practical tips.
Watch this
Simon Sinek on feedback