The Management Tip of the Day from Harvard Business Review

 

January 20, 2015 Don’t Give Feedback When You Don’t Need To While feedback should be a regular part of work, not every behavior warrants input. For example, you shouldn't offer corrective feedback just because someone has a different work process — even if it stresses you out. So before you deliver feedback, think about what you're trying to achieve. And avoid giving it when: You do not have all the information It concerns something that the recipient can’t control The person appears to be highly emotional or especially vulnerable You don’t have time to explain it thoroughly It’s based on a personal preference, not a need for more effective behavior You haven't come up with a solution for how the person can move forward Adapted from “Giving Effective Feedback (20-Minute Manager Series).”

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