Results-oriented leaders understand the importance of providing evidence-based feedback when coaching their teams. Romar Learning Solutions explains how evidence-based feedback helps team members reach their full potential:
Positive + Constructive Feedback
Effective feedback follows a simple formula: giving positive feedback + constructive feedback when warranted. Team members experience the most growth when they receive positive and constructive feedback from their managers.
Positive feedback acknowledges good performance and ensures that the team member repeats the behavior. If team members exhibit behavior that aligns with performance expectations, managers should affirm their efforts. Positive feedback increases the likelihood that these behaviors become habitual. Positive feedback should feel candid and natural, as team members can become desensitized to obligatory positivity.
While positive feedback maintains and enhances behavior, constructive feedback changes behavior. Constructive feedback offers alternative solutions that yield greater productivity or efficiency. Constructive feedback isn’t rooted in shame or judgment but empowers team members to try new approaches for greater success. Constructive feedback focuses on the behavior rather than on the person.
The “but” sandwich—always giving positive feedback when delivering constructive feedback joined by the conjunction “but”—is antiquated and ineffective. A better approach is to be candid and provide positive feedback when you find evidence of good performance and constructive feedback when there is evidence that the team member can do something better.
Objectivity
Feedback rooted in opinions or perceptions feels personal, which may make team members defensive. Therefore, it’s important that feedback is objective and uses supporting data. Performance or sales analytics are objective and can reveal what behavior changes are necessary for greater development and success.
Team members are more inclined to adopt new approaches when they’re backed by tangible evidence—and they respect managers who care enough about their professional development to provide valuable insights.
Driving Results With Evidence-Based Feedback
Giving effective feedback, both positive and constructive, paired with supporting evidence, is key to empowering teams to reach their full potential. So how do managers effectively implement evidence-based feedback into their team members’ development? In our upcoming program, Results-Oriented Coaching Skills (ROCS), leaders will learn how to provide and document evidence-based feedback that supports development and improves performance. View the full list of learning objectives here and register by Friday, May 2, 2025, to reserve your spot.
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