{"id":23867,"date":"2015-03-19T08:42:00","date_gmt":"2015-03-19T08:42:00","guid":{"rendered":"https:\/\/kepner-tregoe.com\/constructive-feedback-does-not-include-booing\/"},"modified":"2025-11-12T13:03:46","modified_gmt":"2025-11-12T13:03:46","slug":"constructive-feedback-does-not-include-booing","status":"publish","type":"post","link":"https:\/\/kepner-tregoe.com\/nl\/blogs\/constructive-feedback-does-not-include-booing\/","title":{"rendered":"Constructive Feedback Does Not Include Booing"},"content":{"rendered":"\n<p class=\"wp-block-paragraph\">For many of us, the frigid temperatures rolling across the United States legitimize weekends doing what we would have done anyway: park ourselves on couches and bar stools to watch football playoffs. (Mind you, not \u201cfootball\u201d in the global, grown-men-in-shorts-playing-keep-away vein, but real, honest-to-goodness, gridiron NFL Football. The one where a player\u2019s foot isn\u2019t supposed to touch the ball. At least most of the time.)<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">One custom that football and other sports fans share is the belief that we\u2014the spectators\u2014 individually have the ability to influence the outcome of the game. This extends beyond home-field advantage to the ridiculous rituals and talismans that \u201censure\u201d victory. Irrational and laughable, to be sure, I for one was pleased to find a new pair of lucky New York Giants boxers under the Christmas tree. Surely, this will reverse their fortune next season.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Sports talk radio showcases this phenomenon\u2014airwaves are filled with second-guessers and third-rate analysts voicing chuckleheaded opinions that range from the obvious, \u201cIt\u2019s foolish to strand a runner on third\u201d and \u201cThey have to get rebounds,\u201d to the absurd, \u201cI would have benched Peyton after the second interception.\u201d\u00a0 As sports fans, we somehow believe that our participation, from shouting at the television to throwing cups of beer, has a profound effect on the game.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The most obvious and most used form of participation\u2014outside of foam fingers and rally caps, of course\u2014is booing, as in booing the kicker for missing a field goal or booing the quarterback when he doesn\u2019t convert third-and-long.\u00a0 Why do we boo? Do we really think we\u2019re providing constructive feedback? When Eli Manning hears the voice of the crowd, does he think, \u201cWhat a notion! Perhaps I should try throwing the ball toward my teammates next time and not to my opponent.\u201d\u00a0(Note to Eli: Yes, you should try that some time.)\u00a0Is Adam Vinatieri surprised to discover that wide right does not meet the expectations of Colts fans?<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Imagine this behavior in the workplace. If Betty in Payables, for example, attaches this week\u2019s packing list to last week\u2019s invoice, should the office start jeering and breaking into \u201cNa na na na, hey hey, goodbye\u201d? Obviously not. However, all too often, when receiving feedback from supervisors, our employees are not given useful information to help them be more productive. Worse, they may be suffering as their leaders vent frustration.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><span class=\"bold_green\">The Objective<\/span><br>To provide\u00a0<a href=\"https:\/\/kepner-tregoe.com\/case-studies\/client-success-stories\/manufacturing-industry\/consequences-and-human-performance\/\" target=\"_blank\" rel=\"noopener\">effective feedback<\/a>, first understand its purpose. When done correctly, feedback is not punishment, retribution, or emotionally-driven. The fundamental purpose of feedback is to either\u00a0support\u00a0performance or\u00a0improve\u00a0performance. To\u00a0support performance,\u00a0don\u2019t wait until there are problems. That contributes to an unpleasant atmosphere and perpetuates a feeling that leaders are trying to catch employees screwing up. When things are going well, that\u2019s a legitimate time to provide feedback. To\u00a0improve performance\u00a0is not to correct it. This isn\u2019t mere wordsmithing, but a shift in perspective. Nearly everyone would welcome the opportunity to get better, but who wants to be \u201ccorrected?\u201d<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><span class=\"bold_green\">Five Steps of Feedback<\/span><br>There are five steps to providing effective, constructive feedback.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><span class=\"bold_green\">1. Spot Opportunities.<\/span>\u00a0Often, feedback can seem like a game of\u00a0gotcha, leaving employees feeling that they are only observed at their worst moments. Don\u2019t let that happen! Pay attention to how they do their jobs and respond appropriately. We counsel our clients to look for success as well as trouble. Making the conscious effort to seek positive performance significantly increases the chance that you will find it. Be sure that what you\u2019re discussing actually has impact on the operation or the performer. Telling Steve that you really like the way he formats his TPS reports doesn\u2019t count as feedback if no one ever reads them.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><span class=\"bold_green\">2. Pinpoint What You Saw.<\/span>\u00a0This can be tricky. Feedback is not about opinions; if an employee disagrees with your judgment or feels that you are biased, you will support or improve nothing. Successful feedback\u00a0pinpoints\u00a0what was actually observed. Describe the performance as if you were doing play-by-play for radio or describing the action in a film. This helps the discussion remain impartial and focused. Anyone who\u2019s ever argued with a golf pro about their swing, only to go back to the clubhouse and watch the video, understands how objective and useful a camera lens is.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">When pinpointing, focus on what you witnessed, not how you interpreted it. Unless you have super-powers, you don\u2019t know what an employee is thinking or what their motivations are. At the end of the day, neither of those matter. Avoid being judgmental. It should be obvious that we want to avoid suggesting that employees are lazy or dumb.\u00a0 Even statements like \u201cyou\u2019re not listening\u201d or \u201cyou must be tired\u201d are examples of us inferring something that may or may not be accurate. Telling someone \u201cgood job today\u201d may appear to be feedback, but this won\u2019t help her repeat her performance. Specific, pinpointed descriptions offer far more value than generalities or hyperbole.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><span class=\"bold_green\">3. Describe the Impact.<\/span>\u00a0Adults perform best when they understand why the\u00a0<a href=\"https:\/\/kepner-tregoe.com\/expertise\/team-development\/improving-team-performance\/\" target=\"_blank\" rel=\"noopener\">performance<\/a>\u00a0is necessary. Most of us, no matter our role, want to feel that we\u2019re contributing to something greater. The reverse is also true. When we think that what we\u2019re doing doesn\u2019t matter, we have no motivation to improve.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">I worked with a plant manager who gladly withstood monthly lectures from accounting on why his team needed to change their receiving procedures. He\u2019d listen, but make no changes as he saw no real benefit. In his view, it was better to absorb ten minutes of occasional pain (lecture) rather than have his dockhands chasing useless information. One Friday afternoon, the accounting team walked him through the convoluted month-end accounting tasks required because of his team\u2019s insufficient receiving procedures. When he finally left the office after midnight, he scheduled a Monday morning staff meeting to revise procedures. Once he and the warehouse staff understood the impact of their actions on others, the need to modify procedures was obvious.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><span class=\"bold_green\">4. Pinpoint What You Want.<\/span>\u00a0Using the same guidelines of pinpointing\u00a0what you saw, pinpoint\u00a0what you want by describing the expectation in objective, clear, and focused language. Think like a movie director. Telling a supervisor to be \u201cmore accountable\u201d is useless but telling him that you expect him to set clear performance goals for subordinates and monitor them against those goals provides a clear picture of what\u00a0<a href=\"https:\/\/kepner-tregoe.com\/expertise\/team-development\/setting-up-teams-for-success\/\" target=\"_blank\" rel=\"noopener\">success<\/a>\u00a0looks like.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><span class=\"bold_green\">5. Test for Understanding and Agreement.<\/span>\u00a0This should be obvious, but both are often overlooked. \u201cDo you understand?\u201d is not the right question and few individuals will answer in the negative. Rather, ask to have the expectation repeated back to you, in your employee\u2019s own words. A simple \u201cyes\/no\u201d for agreement should suffice but only after understanding is confirmed by both parties.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><span class=\"bold_green\">No Booing\u2026<\/span><br>Try to avoid performance conversations in the heat of the moment. Booing the quarterback is a spontaneous, guttural response. Feedback should be thoughtful and professional. Take the time to really think through the five steps and use feedback as intended \u2013 to\u00a0support or improve\u00a0performance.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">\u2026And no throwing beer.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>For many of us, the frigid temperatures rolling across the United States legitimize weekends doing what we would have done anyway: park ourselves on couches and bar stools to watch football playoffs. (Mind you, not \u201cfootball\u201d in the global, grown-men-in-shorts-playing-keep-away vein, but real, honest-to-goodness, gridiron NFL Football. The one where a player\u2019s foot isn\u2019t supposed [&hellip;]<\/p>\n","protected":false},"author":30,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[1],"tags":[],"ppma_author":[119],"class_list":["post-23867","post","type-post","status-publish","format-standard","hentry","category-other"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v27.7 (Yoast SEO v27.7) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>Constructive Feedback Does Not Include Booing - Kepner-Tregoe<\/title>\n<meta name=\"description\" content=\"One custom that football and other sports fans share is the belief that we\u2014the spectators\u2014 individually have the ability to influence the outcome of the game. 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This extends beyond home-field advantage to the ridiculous rituals and talismans that \u201censure\u201d victory.\" \/>\n<meta property=\"og:url\" content=\"https:\/\/kepner-tregoe.com\/nl\/blogs\/constructive-feedback-does-not-include-booing\/\" \/>\n<meta property=\"og:site_name\" content=\"Kepner-Tregoe\" \/>\n<meta property=\"article:published_time\" content=\"2015-03-19T08:42:00+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2025-11-12T13:03:46+00:00\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"Robert J. 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