好的回饋是以事實為基礎的，而不是基於你的意見

當你被要求給同事回饋意見時，你希望它有用。但是，除非你把它與對他們重要的東西聯系起來，並把它與你個人的信仰和喜好分開，否則他們就不能採取行動。

強調事實，而不是解釋。這意味著遠離那些主觀的評論：她是以自我為中心的。他缺乏自信。即使你認為員工的行為源於缺乏信心，例如，那只是你的意見；它可能是也可能不是準確的。

指向特定的行為：他不在會議期間做出貢獻。我說話的時候她打斷了我。確保你的回饋是包了括消極和積極的注意，這有助於抵消你個人的偏見和偏好。

為了讓你的同事進步，他們需要同時知道他們哪些做得很好，以及他們有什麼地方可以成長。

Good Feedback Is Based on Facts, Not Your Opinion

When you’re asked to give feedback on a fellow employee, you want it to be useful. But unless you connect it to what matters to them — and separate it from your personal beliefs and preferences — they won’t be able to act on it.

Emphasize facts, not interpretations. This means staying away from comments that are subjective: She’s self-centered. He lacks confidence. Even if you believe an employee’s behavior stems from lack of confidence, for example, that’s just your opinion; it may or may not be accurate.

Point to specific behaviors instead: He doesn’t contribute during meetings. She interrupts me when I’m speaking. And ensure your feedback includes both negative and positive notes, which helps to counteract your personal biases and preferences.

For your colleague to improve, they need to know what they are doing well as well as where they have room to grow.