We recently discussed some of the main stumbling blocks managers and leaders face when giving feedback, which a study by Gallup suggests (1) is happening all too frequently.

Our research yielded four key takeaways for those giving feedback at any level;

• Give feedback in the moment, if possible
• Give more positive feedback than constructive feedback 
• Set aside time for detailed feedback on a monthly basis
• Give more than one type of feedback

With this article, we wanted to focus on the fourth point, the one about feedback types. By this, we mean that detailed feedback given in a structured, one-on-one setting is only one part of the puzzle. There should be room in your feedback strategy for quick praise, informal shout-outs, and regular, solutions-focused constructive feedback, too. Variety is key.

A strong feedback strategy includes space for feedback that’s simple as well as detailed, spontaneous as well as carefully-constructed.

But where is best to communicate this feedback?

Today, we’re breaking down the most common communication channels for receiving, requesting and giving feedback, and offering our top tips for choosing which type to go for. 

The 6 Most Effective Channels for Giving Feedback

1. Monthly, Fortnightly or Weekly One-on-one Meetings

Best for: Detailed feedback, both positive and constructive 

Tip: Use talking point templates to keep the conversation on track, and ensure that a disproportionate amount of time isn’t spent on constructive feedback.

2. Team Meetings

Best for: quick praise and recognition, and constructive feedback If delivered tactfully 

Tip: Criticism is difficult to deliver well in group settings, so solutions-based feedback like, “Can I see another version of this design?” or, “I think we should set aside more time to work on this report,” are best here.

3. Instant Messenger (Team and Private)

Best for: quick praise and recognition, and constructive feedback If delivered tactfully

Tip: Get in the habit of recognising good work and celebrating small wins as they happen, particularly where constructive feedback needs to be balanced out.

4. Feedback Features in Frankli

Best for: all types of feedback

Tip: With Frankli, people at all levels of the organisation can give praise, request feedback and send unprompted feedback in just a couple of clicks. The one-on-one scheduling feature provides talking point templates to help everyone optimise their conversations around performance, while surveys and polls allow you to gather anonymous feedback from your people.

‍5. Surveys

Best for: anonymous feedback that give you an overview of how your people are feeling

Tip: Surveys can be useful for gathering data on anything from employee satisfaction to opinions on a specific project, but it’s important to also have a plan for what you do with that information.

6. Email (Team and Personal)

Best for: positive and constructive feedback when other suitable channels don’t exist 

Tip: Email is rarely the most effective channel for giving feedback, as information can easily get lost. That said, some people respond best to detailed information in writing. In this case, it can be helpful to use bullet points when giving feedback via email, and structured questions when requesting it.

Frankli provides companies with intuitive channels for giving, receiving and requesting feedback at all levels of the organisation. Click here to learn more.

‍1. Monthly, Fortnightly or Weekly One-on-one Meetings

Best for: Detailed feedback, both positive and constructive 

2. Team Meetings

Best for: quick praise and recognition, and constructive feedback If delivered tactfully 

3. Instant Messenger (Team and Private)

Best for: quick praise and recognition, and constructive feedback If delivered tactfully

4. Feedback Features in Frankli

Best for: all types of feedback, including structured performance reviews, quick praise and anonymous surveys

5. Surveys

Best for: anonymous feedback that give you an overview of how your people are feeling

5. Emails (Team and Personal)

Best for: positive and constructive feedback when other suitable channels don’t exist

Frankli provides companies with intuitive channels for giving, receiving and requesting feedback at all levels of the organisation. Click here to learn more.

1. Ben Wigert and Nate Dvorak, Feedback Is Not Enough.