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Why Your Feedback May Not Be Getting Results By David Skriloff


If you are a leader or manager, chances are that one of your main goals is to get the most out of your team. You’ve likely encouraged open feedback and regular communication among your team members but don’t seem to be getting the results you had hoped for. Without proper techniques, providing informative feedback can become quite complicated. Fortunately, there are some strategies that can help ensure constructive feedback and lead to a better understanding on both sides. In this blog post, David Skriloff discusses why your feedback may not be getting results and provides some tips on how to make sure it will help rather than create further misunderstandings.

Why Your Feedback May Not Be Getting Results: David Skriloff Explains

One of the main reasons why your feedback may not be getting results is because it’s too general, says David Skriloff. People respond better to specific, actionable feedback that helps them understand what they need to do in order to improve their performance. For example, saying something like “You could do better” isn’t going to help anyone understand how they can actually make progress. Instead, try something like, “If you focus on these two aspects of the task, I think you’ll be able to achieve the desired outcome.” This type of targeted advice provides people with concrete steps they can take to improve and shows them that you care about their success.

Another reason why your feedback may not be getting results is that it’s too vague or unclear. When giving feedback, it’s important to be direct and precise in order to ensure that your message is understood. Avoid saying things like “You need to do better” or “This isn’t working,” because these statements don’t provide any insight into the changes that need to be made. Instead, try something like, “I noticed you struggled with X aspect of the task – here are some specific steps you can take to improve.” This type of clear, actionable feedback will help people understand what they need to work on and how they can make progress.

Finally, another reason why your feedback may not be getting results is that it doesn’t come from a place of support, says David Skriloff. People are more likely to take constructive criticism if it comes from a person who genuinely cares about their success and wants to help them improve. Instead of using negative or judgmental language, focus on providing helpful guidance that can motivate people to make positive changes. For example, instead of saying, “You made a mistake,” try something like, “Let’s work together to find a solution so you can do better next time.” This type of supportive feedback shows people that you want to help them succeed and will give them the confidence they need to move forward. 

David Skriloff’s Concluding Thoughts

Overall, it’s important, as per David Skriloff, to remember that feedback needs to be specific, clear, and supportive in order for it to be effective. By keeping these three elements in mind, you’ll be able to provide feedback that motivates people and helps them make progress toward their goals. With the right approach, your feedback can have a huge impact on the success of your team.