Giving Constructive Feedback to a Consultant: A Guide for Everyone

The ability to provide constructive and practical feedback to colleagues, leaders, and subordinates in a way that they receive it is an invaluable skill. It can help to create a feedback-oriented culture that increases productivity, improves communication, and makes employees feel that their professional growth is an organization's priority. When giving feedback, it is important to avoid using the word “comments” as it can make people feel uncomfortable. Instead, focus on specific ideas about what has worked well and what could be improved.

Consulting companies invest a lot in feedback as it is a fundamental competence for developing their employees, but it is also an essential interpersonal skill for everyone. It is best to ask if it is a good time for someone to receive feedback and set a specific time for this type of conversation. The purpose or goal of the person giving the feedback should be kept in mind. A better way to provide constructive feedback would be to say something like, “I really appreciate what you share when you speak.” If you notice a pattern repeating itself more than three times, it is important to draw the person's attention to it as soon as possible. When providing feedback, it is important to be clear and concise. Avoid using vague language or phrases such as “it could be better” or “it needs improvement”.

Instead, focus on specific areas that need improvement and provide concrete examples of how the person can improve. Additionally, it is important to provide positive reinforcement when appropriate. This will help the person receiving the feedback feel more comfortable and motivated. It is also important to remember that feedback should be given in a timely manner. If you wait too long after an event or task has been completed, the person receiving the feedback may not remember the details of what happened or why they did something in a certain way.

Additionally, if you wait too long, the person may not be able to make any changes or improvements. Finally, it is important to remember that feedback should be given in a respectful manner. Avoid using language that could be seen as condescending or belittling. Additionally, avoid making assumptions about why someone did something or why they didn't do something. Instead, focus on providing constructive criticism that will help the person improve their performance.