Feedback Continued... "Giving"
In short, feedback helps us improve, to change for the better, and to grow. The effectiveness of feedback is largely based on how we receive it, which was covered in the last edition. However, the delivery and execution of feedback can have as much of an impact. This edition focuses on best practices for giving feedback to make the most of your interactions, particularly now that year-end reviews are fast approaching!
Useful Feedback Tips
Feedback can be difficult, but we want to help make it as stress-free as possible! We have provided some tips below from www.thebalance.com, which you can read more in detail at the link below.

  1. Start with examining your intentions.
  2. Make positive and critical feedback a frequent event.
  3. Ask for feedback.
  4. Be immediate and timely.
  5. Ask for permission.
  6. Focus on specific behavior, not the person.
  7. Explain the impact of the behavior.
  8. Allow the feedback to sink in.
  9. If the person doesn't know a more effective behavior, ask if they would like advice.
  10. Beware of the feedback sandwich!
Apply the FIVE!
What holds us back from giving useful feedback? Is it difficult to be honest about what may not have gone well for fear of hurt feelings? The short answer is  it is difficult . It can feel or look messy. But while it may not be comfortable (for the giver or receiver), it might just be what fuels our growth in the most powerful, most compelling way.

Take time to reflect on how you can fashion this feedback to be of most help to his/her growth. You might start by thinking about  what kind of feedback would be helpful to you — what would you want to know, even if it might not be the easiest to give or receive?

Stay tuned  for our final Thrive in Five "Feedback Edition" about how to create an action plan based on the feedback you've received!
Learn How Evans Thrives!
This edition, rather than focusing on one specific Evans employee, we thought we would show you how Evans, as a whole, fosters a culture of feedback!

Here's how we do feedback:
At Evans, culture is very important to us. If fact, culture is so important that we spent the whole year defining what makes us who we are as a company! One of our ten identified cultural attributes is servant leadership, meaning that we lead by example and know when to lead and when to lift those around us. This goes for feedback, as well.

Our Executive Team has been an excellent role model for feedback, asking for feedback on company decisions, asking for our thoughts and concerns, and asking for input for next steps moving forward.

Our Employee Development Team works with the entire company and plays an active role in making sure feedback is welcome. When internal training is developed, the ED Team asks for feedback about what was helpful and what wasn't. Using the feedback, the training can be further developed for maximum benefits.

These are only a few examples of many that can we can think of, but the general idea is that Evans actively fosters a culture of feedback by making sure feedback is welcome and appreciated. By asking for feedback, people become more comfortable with giving and receiving it, and realize that it's a welcome part of growth, both personally and professionally.

(P.S. Notice any key words? Hint hint.)
Until Next Time...
The Evans Thrive Team
(Nicole, Laura, Bob, Sean and Kaitlin)
  (This image was adapted from a commonly shared internet image.)