Can I Give You Some Feedback?

I worked at a consulting firm that used “benefit of the doubt” as an excuse for any kind of bad behavior. Someone flubs: Benefit of the doubt. Someone stabs you in the back: Benefit of the doubt. Someone says they’ll do something, then they don’t: Benefit of the doubt.

“Benefit of the doubt” at that place meant, “Give that person a break no matter what they do.” It mattered more at that place to “get along” than to confront reality. I used to be known for saying, in response, “No doubt, no benefit.”

At that same place they also used to say, “Can I give you some feedback?” Listen, “feedback” was never the positive kind. I mean, do you need to ask permission to compliment someone? Hardly. So, whenever someone would say, “Can I give you some feedback?” I’d say, “If you want to criticize me, go ahead.” That usually ended it.

I liked this Fedex Kinkos ad with a manager who does some straight talk with his staff. He didn’t ask them, “Can I give you some feedback?”

Posted on July 31, 2007 by Frank Roche
Filed Under Management

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Wally Bock 1 year ago 1 point
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Great post, Frank. You hit exactly on why, when I train, I suggest that supervisors not use the term "feedback at all." Instead, launch right into what you want to talk about.

Here is what you did, in non-judgemental behavior or performance language.

Here is why we need to talk about it, in logical and emotional language if possible.

After you've laid it out, stop and wait for the person you're talking with to respond. Wait no matter how long it takes. What you will get will determine what you talk about next and can be the start of a very good conversation.

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Frank Roche 1 year ago 1 point
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Thanks, Wally. What you say it right on the money: Say what you want to say. Whenever someone tries that sin license with me -- can I give you some feedback? -- I'm already on the defensive. It just doesn't work. Your approach is the best approach: Tell them the facts and be logical. Have a conversation. That's what adults do...and it works.

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