Formative Feedback, The Secret Sauce to Success

Most people in leadership have been taught the basics about feedback, but how often is feedback used successfully? Is it saved for the annual performance review when HR sends reminders out to managers to give purposeful feedback?

Feedback can fall into two broad categories: summative and formative.

Summative feedback is what most people think about. Summative feedback is meant to give an overview of an employee’s behaviors, achievements, and performance over a period of time. Often the goals of summative reviews are evaluative and are tied to merit increases or bonus achievement.

Managers are instructed to ensure feedback is objective, and to phrase things behaviorally as to guide the employee to specific areas in need of recognition or improvement.

For many leaders, feedback begins and ends here.

Formative feedback's goal is a bit different. Its goal is to develop and improve performance of employees throughout the year. Formative feedback, if done correctly, is also helpful to leaders who want to improve their own leadership.

Principles of Formative Feedback

• Feedback is given in context and as soon as possible.

• Your mindset should be to first seek to understand, not to criticize. Example: "Sarah, I noticed you did not have materials ready on time for our meeting, can you tell me what happened?

• Frequently reinforce positive or desired behaviors by identifying them specifically. For example: "Alex, thank you for being prepared for meetings. I am appreciative of you having things set up so we can begin on time."

• Formative feedback is specific, instructive, and should guide or reinforce behavior and tasks. It will also include the "why" something is important.

• Your feedback should include asking questions to gain insights into how to support the employees needs as a manager.

• Address concerns clearly, focusing on the specific event rather than generalizing or personalizing it.

• Document both positive and instructive feedback where appropriate. Be transparent with the employee on what is documented so that there are no surprises.

When a leader gives formative feedback regularly it not only improves employee performance but drives engagement and improves team dynamics by creating a psychologically safe work environment.

As a leader you also have the opportunity to seek feedback from your team as you have created an environment where formative feedback is seen as the norm. Having your team feel safe to be clear and provide you feedback will increase your own performance, if open to improvement yourself.