We often hear that “Feedback Is a Gift”– but in reality, it can be challenging to share feedback with anyone. It can be especially difficult to share negative feedback with a hard-working teacher when you know they might get upset and may see the situation differently.
Cate Reed, seasoned administrator, current Senior Vice President of Teach For America, and Possip Reporter, walks through ways to effectively use feedback shared by families.
There are things you can do to take the sting out of tough feedback while also helping your staff embrace it as a way to get better over time
Create a Feedback-Friendly Culture
Make sure your staff knows that you collect feedback, through Possip, or by other means, and that you take it seriously. This ensures that when you talk with them about feedback, it doesn’t come out of left field. Additionally, model how you receive feedback. Tell people when you have received tough feedback and what you have done about it, and name how it made you feel in the moment. Also, remember that feedback isn’t always critical. Be sure that you are illuminating positive feedback as well. If you are consistently sharing both the good and the constructive, it doesn’t feel like a “gotcha” moment when challenging situations come up.
Time and Place Matter
Request a meeting with the teacher to discuss the feedback you have received. Choose a quiet and private setting where you can have a focused conversation without interruptions, and don’t hide the ball. Telling someone in advance that you received feedback you want to share means people can have a moment to prepare themselves. If they ask if you can share in advance, consider that request (here are some tips to craft an email sharing negative feedback). Some people best handle feedback conversations when they have had a moment to think in advance.
Enter the Conversation In the Right Headspace
Sometimes you might get feedback that evokes a strong reaction, but it is important you keep calm and don’t start the conversation until you are sure you can enter it neutrally. Approach the conversation with a calm demeanor. Remember that teachers are professionals who care about their students, and maintaining a positive tone can foster a more constructive dialogue.
Start with Positives & Speak In “I” Statements
Begin the conversation by acknowledging any positive aspects of their work. This helps to establish a foundation of appreciation before addressing concerns. Frame your feedback using “I” statements to express your observations and feelings without placing blame. For example, say, “I heard…” or ‘Someone shared with me…” instead of “You always…”
Be Specific, Provide Details, and Ask for Their Perspective
Clearly articulate your concerns and provide specific examples to illustrate your point. This helps the teacher understand the context and nature of your feedback. If what you are sharing is secondhand, say that and invite them to share their perspective on what occurred. If the feedback was anonymous, acknowledge that as well. They may have insights or information that you weren’t aware of, and this can contribute to a more well-rounded understanding and make you consider different next steps.
Now What? Align on Next Steps & Follow-Up
Figure out what concrete next steps will happen next. If you expect the teacher to meet with a family or student, determine the date and time and how that will be relayed. If the teacher is going to try a new technique in their classroom, decide when you will check in with them on that. Be sure to follow up with the teacher to see how things are progressing. Regular communication ensures everyone is on the same page and allows for adjustments if needed.
Remember that open and respectful communication is key. By approaching the conversation with a collaborative mindset, you increase the likelihood of finding solutions that benefit your child and foster a positive relationship with the teacher– and get them to start seeing feedback as a regular way to improve and get better!
