Let's talk about how to give feedback for a minute. Giving good feedback is a skill, and it's not easy. But people's ability to receive and act on feedback has a lot to do with how it's delivered. This matters for *both* manager and employee.
The best tool I can offer is what's called the "compliment sandwich". Here's how it works.
1) You tell something what you generally appreciate about the project, or the idea. This is useful to you too, because it has to be true. No lying. So even if you dislike it, you have to stretch yourself which can help you check your impulses.
2) You say something you think can be improved. This is important: it's not what you dislike. It's what they can improve. Because it's not about you, it's about them. This has to be specific, it has to be actionable. It can't be personal.
3) End with something more general you appreciate, reinforcing that if, in your opinion, the middle action item were worked on, you could really be headed somewhere.
Here's a rule: try not to say you "like" or "don't like" something. Steer clear of personal value judgements and stick to how their idea or project can flourish. Again, it's not about you, it's about them.
Also, try not to give better feedback to people you are close with and worse to people you are not. This is hard! It's human nature. But it's also how bias thrives. If you're giving feedback well, people won't be able to tell your personal affinities.
Remember, the way you deliver feedback can be as important if not more important than the feedback itself. You don't need to follow my rules, but please do consider that your ability to communicate effectively has a lot to do with whether or not they'll be able to act on it.
Thanks to @PKodmad who encouraged me to write this thread ❤️ your support is appreciated.
