Case Study #24: The Right Amount of Feedback

Too much feedback is contra productive.

You want others to do a good job. So, you provide feedback on their work.

Yet, what if your feedback is too much? You may recognize yourself in this situation:

Oliver was a freshly promoted Senior Project Manager. He was assigned as a buddy to a new colleague Marie. Marie was motivated and smart. She was picking up things quickly.

The trouble was that Oliver was choking her efforts with feedback. When she gave him something to review, he was like this:

“Overall, it’s good. I would change this, this, and that.”

She went ahead and did as he said. But in the meantime, he came back to her with some new thoughts.

“Maybe, this could work better. Let’s implement that.”

She was okay with additional ideas. But then he came back AGAIN and changed what was agreed.

“Sorry, I’ve noticed we should be doing this, as well. How about this and that.”

It wasn’t rare that Oliver delivered feedback on a meeting, then in the email, and then via chats. Marie was never sure if the final version was really the final. It was confusing.

It was just too much.

So, what would you do to improve such a collaboration?

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The collaboration classic situation

When you work with someone, you work with their experience, aspirations, and work methods.

What if your buddy is motivated to prove himself and uses you as a guinea pig for this success? He wants to make everything right. There is no problem with that until it’s adding extra stress and inefficiency to the collaboration.

Oliver was good at project management. Marie was, too. But one was in a position of “teaching”. The other one is learning. Both try to do their best.

When you don’t want to disappoint each other, you go with the flow and try to please them even when you are in a hectic feedback situation.

However, here is a learning I have picked up from being in such a situation.

"People need to learn to communicate and work with others regardless of which position they are.”

So, you can always say if the feedback is too hectic, instructed, and simply too much for you. People don’t realize! You can help them work better.

No one is perfect.

Cheesy. But true.

There are five strategies to get out of the vicious feedback circle:

1. Clear expectations

2. A limited number of feedback rounds

3. Consilidated feedback

4. Empower others to make decisions

5. Schedule regular check-ins

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1. Clear Expectations

Expectations, expectations, expectations.

Effective collaboration stands on clear expectations. What should be delivered? What is key?

You always need to start by outlining the project’s objectives, deadlines, and deliverables. Ideally in a detailed manner. It will help you stay on track, and everyone else, too.

Communicate specific roles and responsibilities of each party involved. So everyone understands their part in the job. Clear expectations prevent misunderstanding.

This allows them to monitor you if you go sideways and bother others with extensive feedback, as Oliver did.

Feedback is never one-way.

Both Oliver and Marie have the same right to feedback to each other. No one is up and down. Yes, some people are higher in the hierarchy, but they are not more in power.

Do regularly revisit expectations to address any changes or new developments. Document what was agreed. So, you have a reference point for everyone throughout the project.

Lastly, don’t accept vague expectations. They need to be clear and specific. That is the only way you create a foundation for a smooth and efficient workflow.

Learning: At the beginning of the collaboration, Oliver should clearly define what the final product, report, and output should look like and outline the key objectives. This will help Marie understand the target and reduce the need for constant revisions. 

2. A limited number of feedback rounds

Stillness is for losers. But too much feedback does not do any justice, either.

You need a streamlined review process. Otherwise, you become overwhelmed. Imagine how demotivating it was for Marie to hear feedback and another and another.

Credit: https://www.stryvemarketing.com/blog/feedback-gives-designers-nightmares/