How do you provide feedback to your team members without creating a conflict or hurting their feelings?
There is an art to giving feedback that doesn't hurt feelings or create unnecessary conflict. Helpful feedback requires being specific, making the input actionable, providing clear expectations, and giving a timeline for change. The interviewer would like to know that you are capable of the challenging task of giving feedback that is not combative or hurts the recipients' feelings.
If applicable, discuss any formal training you have received on giving feedback or a book you have read on the topic. Perhaps you use a particular methodology that works every time! Share that approach with the interviewer and highlight that you are skilled in providing feedback in a way that doesn't offend others.
"When providing feedback, I like to use the 3x3 method. With this method, I offer up three strengths and three potential areas for development. I recently had a team member who was often late to work or would call in sick. I let her know that she was well-liked by her coworkers. I told her that our clients complimented her customer service skills. I said I appreciated her willingness to help new hires. Then, I proceeded to let her know that her team felt disappointed, hurt, and lost trust in her whenever she would call in sick, leave early, or show up late to her shift. Together we worked on a 30-day perfect attendance plan. Because I was honest and upfront with this team member without being combative or accusatory, she absolved the feedback, and we avoided the situation from turning into a conflict. In the end, she did much better and, although her attendance was not perfect, it significantly improved."
