When to NOT offer feedback
Is there ever a time to not provide ‘positive’ feedback?
When you offer feedback, is there an unspoken expectation that it will remain confidential? Not unless you have agreed to that.
A recent LinkedIn post by Kim Seeling Smith got me thinking about this.
Watch Kim’s 90-second video on data security
When you rate the AI with a ‘thumbs up’, you may not realise that your entire conversation could be used to train AI, regardless of your security settings.
This is so concerning to Kim Seeling Smith; she urges us to ‘stop giving AI a thumbs up - immediately’.
The same issue can happen at work.
When you offer feedback, you can’t be sure how the recipient will use that feedback. Will they use it to improve their performance, or will they try to use the feedback you offered against you? You might offer five things they are doing well, but they share only the one area for improvement you ask them to work on with their colleagues.
This is where the power of the Warm Up Conversation is gold.
In the Warm Up conversation (which happens once per year), you discuss the reason you will be offering feedback and clearly state the intention of offering feedback. You can also discuss if your feedback conversations are confidential or not.
Feedback Fitness starts with trust.
Before starting a feedback conversation, be clear about:
Why you are offering the feedback.
Who will see/hear the feedback outside of the feedback conversation
How (and if) the feedback will be shared with others after the conversation is over.
Discussing this in the Warm Up, sets up all your future feedback conversations for success.
