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The feedback you give should be specific and actionable from "summary" of Radical Candor by Kim Malone Scott
When you're giving feedback to someone, it's crucial to be as specific and actionable as possible. Vague feedback leaves the recipient confused and unsure of what they need to do differently. For example, saying, "You need to improve your presentation skills" is not helpful. Instead, try saying, "In your last presentation, you spoke too quickly and didn't make eye contact with the audience. To improve, try speaking slower and making more eye contact to engage the audience."By providing specific examples of what the person did wrong, you're giving them a clear understanding of what they need to work on. This specificity helps the person see exactly where they went wrong and what they can do to improve. It also shows that you've paid attention to their work and care enough to offer thoughtful feedback. In addition to being specific, feedback should also be actionable. This means that the person receiving the feedback should be able to take concrete steps to address the issue. For example, instead of saying, "You need to communicate better with your team," try saying, "To improve communication with your team, schedule weekly check-ins to discuss project updates and address any concerns they may have." Actionable feedback gives the person a roadmap for how to improve and shows that you genuinely want to help them succeed. It shifts the focus from what went wrong to how they can make it right. By providing specific and actionable feedback, you're setting the person up for success and fostering a culture of continuous improvement and growth.
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