This video shares “3 Do’s and 3 Don’ts” when giving feedback in the context of a 360 degree feedback exercise. That’s when a focal leader asks the people around him or her to give feedback in order to grow professionally.
Do #1: Make your feedback behavioral
Do #2: Make your feedback specific
Do #3: Make your feedback honest and supportive
Three rater errors when giving quantitative feedback are: Halo, Horn and Central Tendency.
Halo is when someone “can do no wrong” and receives all positive ratings, like an “angel.” Horn is when someone “can’t do right” and receives all negative ratings, like a “devil.” Central Tendency is when someone receives all ratings that are “middle of the road,” that are neither positive nor negative.
Researchers call these three errors “truncated use of the rater scale” effect. In other words, it’s when as a rater you do not allow yourself to use the whole rater scale. Remember when giving someone feedback on a 360, you want to indicate relative strengths versus relative weaknesses. To help you ground your feedback, best-practices recommend journaling for a period of time the behaviors you observe in a focal leader.
Here is the video link that adds examples to the concepts above: http://youtu.be/w1QK3lvmE6Y