5-finger feedback: tips for good feedback
Group feedback at the end of a seminar or team meeting is good for everyone. We will introduce you to effective methods for giving constructive feedback. Try it out!
1. five-finger method - each finger stands for a statement
One method of giving quick and constructive feedback is the five-finger model. Each finger stands for a question that you answer in one or two sentences. Start with the tops!
Thumbs: I thought that was great! For example: "I particularly liked the fact that the discussions were open and constructive. The atmosphere was pleasant and everyone expressed themselves freely."
Pointing finger: I noticed that! For example. "I noticed that some topics were addressed several times. There were often similarities in the participants' observations."
Middle finger: I didn't like that! For example: "Some discussions dragged on, which made it difficult to focus on the key points. I would have liked a clearer structure here."
Ring finger: I'll take that with me! For example: "I have received valuable suggestions and new perspectives that I can incorporate into future projects."
Little finger: I didn't get enough of that! For example: "Unfortunately, there was little time for in-depth discussion of possible solutions. I would have liked some ideas to have been dealt with in more depth."
If time is short or the feedback should be more concise, only three fingers can be used, for example the thumb (positives), the ring finger (insights), the little finger (I missed that).
2. one-minute paper
Another method is the "one-minute paper" according to Werner Stangl. At the end of a team meeting, everyone receives a blank sheet of paper.
First, everyone writes all the positive feedback and thoughts on one side:
- What have I understood?
- What did I like?
- What inspired/motivated me?
- Where have I been able to work?
Any unclear or critical thoughts are written down on the back:
- What have I not quite understood?
- What touched me little?
- What didn't I like?
- What have I not been able to participate in?
An evaluation can take place immediately or at the start of the next meeting. Either the manager or a team member or participant is responsible for the evaluation. The results are then presented to the group, the feedback is interpreted and suggestions for any changes and consequences are drawn up: What could be done differently next time?
3. especially for managers: How can I give feedback in difficult situations?
It is particularly important to give feedback when it comes to addressing something that is making teamwork difficult. But it's not that easy.
The tone must be right and the words should be chosen wisely.
In this video, management coach Nina Lizon explains how you can give constructive feedback as a manager.
Have fun testing these methods!
Are you already familiar with our e-learning on feedback?
It's not always easy to find the right words for constructive feedback. In our e-learning on the subject of feedback, you can reflect on your own habits and receive helpful impulses.
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