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The Situation, Action, Outcome framework makes giving effective feedback easy and helps your team members understand exactly what they’re doing right or wrong by being specific.

Questions to Help:

1

2

3

Situation

Action

Outcome

When and where did this happen?

What specific behavior did you observe?

What was the result of that behavior?

Examples:

Vague Feedback

“Great job on the project plan!”

SAO Feedback

“You worked so hard this week to put together a thorough project plan for the new partner appreciation initiative. Your efforts made it much easier to align as a team around our goals and timeline.”

Best Practices:

Now that you’ve got a handle on what to say, take a step back and consider how and when you say it.

Give feedback early and often

  • Don’t wait until performance reviews - give feedback when events are still fresh in everyone’s mind
  •  
  • Make it a habit to give feedback, especially reinforcing feedback

Focus on behavior

  • To make sure feedback doesn’t feel like a personal attack, focus on specific behaviors and avoid personal traits

Avoid the "feedback sandwich"

  • “Sandwiching” a piece of negative feedback between positive ones can distract from your point
  •  
  • Be direct instead - try mentioning the person’s strengths as a potential solution