Don’t Give Feedback When You Don’t Need To

Don’t Give Feedback When You Don’t Need To

While feedback should be a regular part of work, not every behavior warrants input. For example, you shouldn’t offer corrective feedback just because someone has a different work process — even if it stresses you out. So before you deliver feedback, think about what you’re trying to achieve. And avoid giving it when:

• You do not have all the information
• It concerns something that the recipient can’t control
• The person appears to be highly emotional or especially vulnerable
• You don’t have time to explain it thoroughly
• It’s based on a personal preference, not a need for more effective behavior
• You haven’t come up with a solution for how the person can move forward

HBR

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