How to provide F.A.S.T Feedback (with examples)

Download Free cards for the FAST feedback method here.

It’s probably every manager’s least favourite task and that is to provide feedback to address a serious behaviour or performance issue or deliver news that will be an unpleasant surprise to the recipient.

There are several different methods of providing an effective feedback but one of the most effective method i have found is B.E.T & B.E.E.R method. It’s catchy, it’s easy to remember, and above all it works.

Before providing any feedback, make sure every feedback follows the F.A.S.T feedback method, which is:

F = Frequent (Find out how often your teams/individual need feedback and offer feedback according to individual needs)
A = Accurate (Always double check the facts before offering feedback. Accurate and effective feedback helps build trust and if your feedback is not accurate it can demolish trust)
S = Specific (Be very specific with your feedback, good or bad. When telling your employees what they did wrong, also offer support that will help them improve in the future)
T = Timely (Offer feedback as close to the identified behaviour as this will have more impact on individuals or teams)

*If you are using this method to provide feedback to a significant other, please don’t dig up stuff from the past that might not even be relevant anymore.

“Harvard Research Finds Employees Need a 6:1 Positive Feedback Ratio to Perform Their Best”

www.hbr.org

Now let’s have a look at the B.E.T method of providing effective positive feedback.  

B = Behaviour (Identify the behaviour that is positive)
E = Effect (The effect it has on your company/peers/team/customers)
T = Thank You (Thank them for the positive behaviour)

EXAMPLES:

  1. Hey John, when you walk up to the front door to receive all our guests it’s shows everyone the you care and the kind of guest experience standards we are setting, thank you for doing that.

  2. You can use the same example with friends and family. Simple things like when your kids put away their dishes after eating. Hey when you put away your dishes after a meal, it shows that you care and the values you are being raised with, good on you mate.

Let’s have a look at the B.E.E.R method of providing effective feedback addressing serious behaviour or performance issue:

B = Behaviour (Identify the behaviour of an individual or a team that is not up to the acceptable standards)
E = Effect (Explain why the behaviour is unacceptable and how it effects the company/peers/teams/customers)
E = Expectation (Explain what you or the company culture expects the employee or the team to do or not to do to change) 
R = Result (Identify what will be positive result if the change is practiced or what will be the consequences if the behaviour continues)  

Tough issues do not have to mean tough feedback. The more you give feedback about uncomfortable issues, the less uncomfortable the feedback session becomes. Take a proactive approach not reactive and that will help build trust and loyalty in your employees/teams. Teams F.A.S.T feedback perform significantly better than the ones who don’t get F.A.S.T feedback. 

EXAMPLES:

  1. When you have an employee consistently coming to work late, the conversation can go something like this: Hey John, when you consistently come late to work, it sets a poor example for others that it’s ok to consistently come to work late. The expectation here is that everyone comes to work on time and start when they are rostered on to start. When everyone starts on time we can ensure we have enough capacity to support our clients and guests.

  2. You can use the same example with your friends If they are always late when meeting or going somewhere with you.

Would love to see some examples of situations where you have used FAST feedback with B.E.T and B.E.E.R feedback method. please drop me a little like and comment, it really helps the channel and keeps me motivated to create more content for you. If you aren’t already subscribed, please consider subscribing and that’d mean the world to me.

Thank you for your time and i will see you next time.

Source:

https://medium.com/@Praiseworthy/harvard-research-finds-employees-need-a-6-1-positive-feedback-ratio-to-perform-their-best-8f14160a8fbd

https://hbr.org/2013/03/the-ideal-praise-to-criticism

http://www.greatleadershipbydan.com/2008/02/tough-feedback-tips.html

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