By identifying the right moments to offer feedback, managers can be more effective in facilitating positive organizational change. Examples of some of the best times managers can give others feedback include:
*When someone’s good work, success, or resourceful behavior deserves recognition.
*When there is a high likelihood of improving the recipient’s skills.
*When the recipient is expecting feedback.
*When a problem cannot be ignored any longer because of its negative impact on team members or the organization.
It is equally important to recognize the times when giving feedback could be detrimental to the recipient or overall situation. Managers should avoid giving feedback:
*When they do not have all the information about a situation.
*When the feedback involves factors that recipients cannot change easily.
*When recipients are in a highly emotional state or have just gone through difficult experiences.
*When managers are not feeling calm or patient.
*When the feedback is based on a personal preference rather than an actual need for more effective behavior.
*When managers do not have solutions to accompany the feedback and consequently cannot help recipients move forward.