Feedback Matrix with Snippet from Roman Times
… feedback was crucial throughout development of our civilization, no wonder Romans had it instituted in the highest office and ceremony
Introduction
In ancient times, during Roman Triumphs, a celebrated commander had a person (Auriga) standing behind, whispering in his ears “memento mori… memento mori…” (“remember you are mortal”). This was practiced in order to prevent the commander from losing sense of reality in the excess of the celebration. The roar of the crowds, the cheering of masses and centrality of the celebrated person could easily have led to boosting of ego, and later on making wrong, unadvised decision.
Feedback Matrix
This is just one of the snippets from our history showing the continuous importance of receiving and giving feedback. This shows that being modest and listening to others was always important, no matter how high one was and what success one has achieved.
Good times erode quickly if we are not careful.
Though it seems simple from the Roman example, giving feedback requires skill, work and preparation. The better you are in giving and receiving feedback, paradoxically the more visibility and hence power you will gain and be susceptible to the problem of ego. So, make sure to seek for feedback as much as you give it.
In a simple matrix we can illustrate some of the frequent situations regarding feedback giving:
- Giving positive and important feedback
- Giving positive and but less important feedback
- Giving negative and less important feedback
- Giving negative and highly important feedback
Accolade
First situation is the situation of celebration. We should celebrate success and good things someone has done. If good behaviors have big impact, we should let the entire team hear about it. Giving accolades to a team member in such situation should be done some form of formal presentation in some meeting, gathering or sent via email to the entire team. It should be celebrated and recorded in writing.
In this way the good behavior will not only be enforced further with the person receiving feedback but also resonate throughout the team and encourage further such behavior.
Greatness will multiply.
Praise
Though every feedback is important, there are feedbacks that deserve just “bravo!”, or even just a “good job” or any other praise that is given frequently to team members to tell them that they are on the right track. In this way we also are perpetuating that behavior. These are frequent (not formal) feedbacks and can be given on even daily basis (if the situation requires so). This feedback can be given in front of other team members or in 1:1 meeting depending on the setup. However, good behaviors should always be praised and given publicly.
Warn
Any education is feedback and vice versa. Method of trial and error is essentially combination of negative and positive feedback. So, giving negative feedback is not negative and should not be associated with that notion.
However, in general, negative feedbacks, when we have to correct some behaviors are always more delicate to give and more difficult. They require more preparation and effort, as they can backfire much easier.
Again, negative feedback varies in its magnitude and relevance. It will depend on many factors, e.g., on the fact whether this negative behavior is repeated or not. Repeated negative behaviors would be considered more serious and more important in terms of addressing them with feedback.
In the situation where negative behavior is “light”, the important thing is that feedback should not be omitted. Often, we make mistake of not addressing small mishaps in behavior as we do not think of them as “serious”. But they can pile up and escalate in the serious ones and will surely be more difficult to address later.
It should be addressed again in private meeting and setting. It can be given in less formal way, in brief or more in-depth discussion depending on the situation.
Educate
Now the last situation (addressed in the matrix) is the most delicate and difficult. In this sense, important negative feedback presumes addressing situation that has become somewhat serious. Either team member is repeating the same mistakes, or does not want to correct behavior repeatedly, or is just simply not the fit for the team.
This sort of feedback needs to be given in writing so that the importance of it is emphasized and that person in question can revert to it in order to better understand it. Of course, the written feedback should be accompanied with the discussion.
Conclusion
This is just a simplified matrix addressing important learning that negative feedback should always be given in the individual setting while we should praise in larger audience for the very purpose of promoting desired behaviors.
Now if we return to the story of Roman commander from the very beginning, apparently, he was receiving two feedbacks at the same time.
The crowd that cheered to him during the Triumph was giving him positive feedback, so that everyone could hear it. While his assistance behind him was giving him some sort of “preventive” negative feedback, in a very private setup.
