How to Give Constructive Feedback – Using TELL Model
The TELL Model is a very good example of creating an environment in which the process of constructive feedback can take place as a real two-way communication process with the ability to discuss the issues in descriptive form along with their solutions.
This model has the following features:
- TELL them, specifically, about the exact behavior you want to be repeated or is problematic (and therefore, to be corrected). Be objective and beware of taking a position about your observations.
- EXPLAIN what results or implications are created by their actions either negative or positive. Do not blame or attack
- LISTEN to their ideas for correcting the problem. Solicit their “buy-in” and be prepared to negotiate an agreeable solution.
- LET them know what positive or negative consequences will occur if the problem is corrected or not. Indicate payoffs, penalties, rewards, or punishments for accepting or rejecting the solutions for change. Avoid threatening or making commitments you can not fulfill”.
Constructive Feedback – Meaning, Types, Examples
Feedback is an essential element of the communication & work process, without which the work cycle will remain incomplete. In the workspace, constructive feedback plays a more crucial part in effective communication – it helps in reaching the desired goals at a faster rate. Therefore, understanding the meaning and benefits of constructive feedback is beneficial for employers and employees.
The art of giving constructive feedback is a key life skill that you can develop in no time. Let’s see how!