Tell me about a time you provided honest feedback to a coworker.
Giving honest feedback is an art form, and the interviewer would like to know you are capable of doing so. The goal of your response is to show the interviewer that you understand what honest feedback sounds like and how it's best delivered.
"When providing feedback, I like to use the 3x3 method, which I learned from my first management position. With this method, I offer three strengths and three potential areas for development. (Situation & Task) For instance, while working as a Team Leader with Company XYZ, I had a team member who was often late to work or would call in sick. (Action) I let her know that she was well-liked by her coworkers. I told her that our clients complimented her customer service skills and that I appreciated her willingness to help new hires. Then, I proceeded to let her know that her team felt disappointed and 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 attendance plan. (Result) As a result, her reliability improved. Although her attendance was not perfect, it significantly improved."
"(Situation) A few years ago, I had a coworker who made me feel uncomfortable by rushing my tasks, looking over my shoulder, and criticizing the speed at which I worked. (Task) I was new to my career and felt hesitant to speak up. However, I knew that I was responsible for my job satisfaction. (Action) I approached them privately and reminded them that this was my first office job out of university and that I was still learning the role. I told them that their behavior made me uncomfortable and only worsened my productivity. (Result) As a result of my honest feedback, they apologized and committed to showing me their methods for time management. Because I was honest and forward, we were able to find a harmonious way to work together."
Avoid giving an answer that makes it seem like you are uncomfortable providing feedback to others. Instead, show the interviewer that you understand how to provide appropriate and helpful feedback. Research a variety of feedback frameworks and find a methodology that works for you.
The interviewer is asking you to be a storyteller. Form a brief story-based answer using the STAR method. STAR is an acronym for Situation, Task, Action, Result. Using this framework will ensure that you provide the interviewer with the right amount of information and detail to form a noteworthy response.
Remember to mention any training you have received on giving appropriate feedback. Perhaps you took a workshop or read a book on the topic. If you use a particular feedback methodology, be sure to share the details of your approach.
Community answers are written by other candidates practicing this set. Reading how others frame the same question is one of the fastest ways to sharpen your own.
Anonymous Answer
I sat with a peer after a performance discussion and asked if I could provide him feedback, he welcomed it. I gave him my comments and my reasoning for it. He understood where I was coming from. The next time we were in a discussion for a similar situation, he asked me afterward if he had been better.
Rachelle's Feedback
Most people will appreciate the honest feedback, but you mentioned a key component here, which is first asking permission to provide the feedback. You show strong professional courtesy. Nicely done!
Anonymous Answer
While training a new hire, I noticed that she was struggling with a task because she was trying to rush. Before giving her feedback, I made sure that we were in a private setting. Then I explained that though I know she understands the concepts, it might be helpful to slow down and ensure that each step is done methodically with a specific thought process so that she doesn't make mistakes. We talked about prioritizing steps and executing them. The next time she attempted the same task, it was a success, and she received tons of positive feedback from the assigned staff and myself.
Rachelle's Feedback
Wonderful approach! The fact that you ensured this feedback was provided privately and in a respectful manner says a lot about you.
Anonymous Answer
I had a co-worker who was learning new software that I was very proficient in. He asked me if I would check over his work before presenting it to management. I would check the completed work with him, highlighting some issues with the job, and teaching him how to improve his workflow and repair small problems. My co-worker appreciated me being honest and helpful in this regard, which improved our working relationship.
Kevin's Feedback
This is a nice example of providing feedback but also developing a trusting co-worker relationship. I've modified your answer slightly for clarity and flow, and to drive home a bit farther the big-picture of your success
I had a co-worker who was learning new software which I was very proficient in. He asked me if I would check over his work before presenting it to management. I said yes, and as I reviewed the completed work with him, highlighting some issues with the job, I taught him how to improve his workflow while repairing small issues. My co-worker appreciated me being honest and helpful in this regard, which improved our working relationship. I didn’t feel the exaggerated level of gratitude was necessarily warranted, but my supervisor said that what is likely appreciated, more than the help, was how adaptive my communication style was. That when I offered the feedback, I delivered it in such a way that didn’t put them on the defensive, but just took a bird’s-eye view of the situation, objectively giving them the information they needed, as opposed to correcting a mistake they made. I saw it as just presenting facts in an unbiased way; I said. Then my supervisor explained it is that lack of bias, and looking at the situation objectively, which made my delivery non-defensive by nature. Understanding that about myself felt good.
Anonymous Answer
A time when I was mentoring and observed a sales call that I assisted my colleague in. I asked if they would be happy to receive open and honest feedback on the call, and he was happy with this. I explained his approach came across as pushy and looked as if it made the customer uncomfortable, he thanked me, and we spoke about how he could resolve this approach and be more self-aware.
Rachelle's Feedback
It seems you made an important observation and approached your colleague in a very respectful way. In the end, how did your feedback help this colleague and/or the company?
Anonymous Answer
I had a colleague who was new to our business and worked with me in providing training to care homes as proposed by the CCG of the area. The new colleague was naive and very territorial, they believed that her customers were theirs and mine were mine. In order to win the business, they weren't playing ball in order to achieve that.
So I arranged a meeting with my colleague and discuss the bigger picture of our work. I said first, it wasn't a professional way of working, we need to work together. I uncovered why they were reluctant to share, and it was down to them believing they wouldn't get a bonus. I made them aware that we are targeted differently and that who we see won't affect that, but more importantly, we need to work together to support this customer in what we can deliver! it's not professional to block your colleague out. As a result, they understood and we were able to deliver a valuable service.
Cindy's Feedback
This is a very good and complete answer. You're using the STAR format to great advantage here. Good job!
Anonymous Answer
To provide feedback I think it is important to be respectful and objective. Make sure to balance both the positive and the negative, as well as offering suggestions for the negative. When the clinical coordinator took on additional responsibilities b/c someone was let go, I could see that he was under a lot of stress/pressure- was not able to meet deadlines, nor was he available to answer important questions. So I let him know that I really appreciated all his hard work and that I understood how his responsibilities had increased substantially. I offered my help in any way possible so that he could free up time to answer questions that Clinical Specialists had. Because any mistakes we could have made could essentially be a liability to the physicians, the patient, and the company.
Stephanie's Feedback
This is a solid example, but I suggest developing your response to show how you actually provided feedback to this colleague. As your answer currently reads, it sounds more like you just offered your support.
Anonymous Answer
Providing honest feedback is always a gift for self-development. One of my production managers was missing on his production schedule commitments 86% Vs 100%. I gave him very candid feedback that he is not meeting the expected Goals and same time tried to help him to deep dive into the capacity analysis, attrition, absenteeism, and identified the gap in key resources. Build additional capacity, agreed on clear hiring and training plan and review every week to track the progress, Finally, he made good progress to catch up with schedule compliance of 95% within 2 months time.
Marcie's Feedback
The interviewer will appreciate that you view honest feedback as a gift for self-development. That's a nice way of saying that it helps people to improve themselves! Your example is also strong.
Anonymous Answer
I had a trainer come in and cover my role while I was doing maternity cover as a territory manager. I asked if he would like me to accompany him on his first training sessions once signed off as support. I watched him do the training and afterward asked if he would like to hear my feedback. He welcomed this. The session was good, but took him a long time to complete. Made him aware that the optimal length of the session would be 30mins vs an hour, and to try and be a little more concise, recommended him to come shadow with me more.
Marcie's Feedback
Nice! You have provided a good example; it shows that you take initiative and are willing to help others. It also sounds like you gave the trainer helpful feedback. Outside of giving him advice regarding the optimal session length, did you give him any other tips you could mention?
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