Seeking Understanding in Feedback

How should you seek understanding in performance feedback conversations?

Understanding the other person's perspective is essential in feedback conversations - but what questions should you ask? What type of understanding should you seek? I'm glad you asked!

You should seek understanding on three levels. To best understand those levels, I'll refer to Simon Sinek's Golden Circle in a different manner than Sinek's original intent - to start with why in your communication.

I encourage you to look at the circle to understand performance on three levels.

Level 1: Does the person understand the what and why? Unmet performance expectations could result from the person not knowing it was a performance expectation! You may say, "Amber Vanderburg, I didn't know I was supposed to complete that report." This is a simple solution. Clarify the expectation and why it exists.

Level 2: Does the person understand how to perform? You may say, "Amber Vanderburg, I knew I was supposed to complete the report - but I didn't know how. I was trying to do it this way or that way." Based on this understanding, your conversation may become more of a coaching position to help the person meet performance expectations.

The third level is anywhere outside of the circle. You may say, "Amber Vanderburg, I know the performance expectation and why it is important, AND I know how to do it – I am overwhelmed with family matters, I am struggling with interpersonal conflict in the workplace, we are understaffed, I don't have the resources I need to do this…. "All of these are reasons outside the circle and should be addressed case-by-case. You can navigate the conversation better by understanding the "outside circle" challenges.