What do you do if your feedback in event production is causing more harm than good?

Delivery and intent are important, but so is timing. If it’s performance related, sometimes it can be effectively and tactfully addressed in the moment with actionable suggestions. If it’s mentorship moments on customer service skills or business decisions, it may be better to wait for an organic moment to bring something up. Good judgment is hard but important.

If your feedback is causing harm despite reflection and adjustment, consider offering alternative avenues for team members to provide input. Some individuals may feel more comfortable expressing themselves in writing or through one-on-one discussions rather than in group settings. Providing multiple feedback channels allows team members to choose the method that suits them best, fostering a more inclusive and supportive environment for communication.

Know your audience. If someone can take more direct feedback, great. If someone needs a little softer landing, tailor your message accordingly. Most people who do well in this industry want to improve and are receptive on some level if you tailor your message appropriately.

Sometimes, an external perspective can provide valuable insights into improving feedback dynamics within your team. Consider seeking guidance from a mentor, coach, or HR professional who can offer impartial advice and strategies for addressing feedback challenges. An external facilitator can also lead workshops or discussions focused on enhancing feedback processes and communication skills, facilitating positive change within the team.

Encouraging peer-to-peer feedback can help distribute the responsibility of providing constructive criticism and reduce reliance solely on feedback from leadership. Team members can offer insights and suggestions based on their unique perspectives and experiences, creating a more collaborative and supportive feedback culture. Additionally, peer feedback can help build trust and camaraderie among team members, fostering a stronger sense of community and mutual respect.

re where continuous improvement is embraced and celebrated. Encourage regular feedback exchanges among team members at all levels of the organization, emphasizing the importance of growth-oriented feedback that focuses on learning and development. Recognize and reward individuals who demonstrate effective feedback practices, reinforcing the value of constructive communication within the team.

In cases where interpersonal conflicts arise as a result of feedback, consider employing mediation techniques to facilitate resolution and reconciliation. Mediation involves a neutral third party facilitating constructive dialogue between conflicting parties to find mutually acceptable solutions. By addressing underlying tensions and promoting understanding, mediation can help restore trust and collaboration within the team, paving the way for more productive feedback exchanges in the future.

Keep a close eye on team dynamics and interactions following feedback-related interventions. Monitor changes in communication patterns, collaboration levels, and overall team morale to gauge the effectiveness of your efforts. Solicit feedback from team members periodically to assess their perceptions of the feedback environment and identify any lingering concerns or challenges. Continuously adapting and refining your approach based on ongoing feedback ensures that your efforts remain aligned with the team's evolving needs and aspirations.