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Giving Feedback Framework

⬢ LIVELLO 2Competenze trasversali
Medio
Impatto sullo stipendio
2 mesi
Tempo di apprendimento
Medio
Difficoltà
12
Carriere
In sintesi

Structured feedback improves performance and retention. Frameworks: Radical Candor (care + challenge), SBI (Situation-Behavior-Impact), Nonviolent Communication. Senior managers earning $140-200k know how to give feedback that develops people without demoralizing. Feedback skill correlates with 20-30% lower turnover. Mastery: 4-8 weeks through practice.

Cos'è Giving Feedback Framework

Structured feedback is a conversation technique for communicating observations about behavior and its impact to help others grow. Frameworks provide guardrails: SBI (Situation-Behavior-Impact) keeps feedback specific and objective. Radical Candor combines care (show you care about the person) with challenge (push them to improve). Nonviolent Communication (NVC) uses empathy to reduce defensiveness. Effective feedback: (1) timely (soon after behavior), (2) specific (concrete examples, not generalities), (3) balanced (acknowledge strengths, address gaps), (4) actionable (clear path forward), (5) delivered with empathy (human connection).

🔧 STRUMENTI ED ECOSISTEMA
SBI modelRadical Candor frameworkNonviolent Communication (NVC)Growth Mindset principlesActive ListeningEmpathy mapping360-degree feedbackCoaching modelsReflective questioning

💰 Stipendio per regione

RegioneLivello baseMidLivello esperto
USA$65k$110k$170k
UK£42k£72k£110k
EU€48k€80k€125k
CANADAC$68kC$115kC$180k

❓ Domande frequenti

What's the difference between criticism and feedback?
Criticism is personal ('You're bad'). Feedback is specific and actionable ('In meeting yesterday, when you interrupted 5 times, it made people hesitant to speak. Next time, try listening without interrupting'). Good feedback improves behavior.
How do I give negative feedback without demoralizing someone?
Use SBI model: Situation (when/where), Behavior (what they did), Impact (how it affected team). Lead with curiosity ('Help me understand...'), not judgment. Focus on behavior, not character.
How often should I give feedback?
Real-time is best. Immediate feedback (within 24 hours) is most effective. Don't wait for annual reviews. Monthly 1-on-1s + real-time feedback + annual reviews = comprehensive coverage.
What if someone gets defensive?
Stay calm. Listen to their perspective. Acknowledge their feelings. Refocus on behavior and impact, not intent. Use phrases like 'I notice...' instead of 'You always...'.
Can I give feedback in writing?
Email is risky (tone gets misinterpreted). Use writing for documentation of feedback given, not for initial delivery. Conversations (in-person, video, phone) are better for nuance.

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