Sam was flustered.
He had just completed his annual performance review with his manager and was upset about the lack of specific feedback. He was frustrated at how vague and non-actionable it was.
Unfortunately, this is common.
Many people struggle with the feedback they receive - not because they are not open to feedback, but because they are unable to make sense of it, let alone do anything with it.
If you find yourself in that situation, here's something you can try:
? Ask the person to mention specific instances where they observed you doing (or not doing) the behaviour.
? Help them articulate their point of view. What specific behaviours did they expect from you? What do they see as the impact of your not behaving in that way - on your performance, on the team, on them?
? In your own words, explain back to them, what they expect from you
? Thank them, and tell them you will think about it and come back to them.
? Think about the feedback and decide what action you will take.
? Go back and tell them what you have decided to do (even if your decision is to do nothing)
Stakeholders will often give you vague feedback.
With some effort, you can help others give you feedback that you can actually apply.
