6. Feedback and 1on1 Meetings for Product Managers

Effective feedback and regular one-on-one (1:1) meetings are crucial for the growth and development of product managers. In this document, we'll explore how to prepare your team for feedback, different frameworks for giving feedback, and how to conduct impactful 1:1 meetings.

Preparing Your Team for Feedback

When preparing your team for feedback, it's important to set the right expectations and create an environment of trust. Feedback is not just a "gift," it is more like a photograph—a snapshot of a moment in time. This metaphor helps illustrate a few key points:

  1. Perspective Matters: Just like a photograph, feedback represents someone's perspective. It may not capture everything perfectly. The person giving feedback may have a limited view, or you may have been having an "off" moment.

  2. Look Beyond the Moment: Sometimes, a photo doesn't represent our best selves. The same can be true of feedback. It's helpful to reflect on what might have caused a certain impression, even if you feel the feedback doesn't fully capture who you are.

  3. Avoid Common Excuses: When receiving feedback, avoid the common traps of saying it was just a "miscommunication" or "misunderstanding." Instead, reflect on why the other person may have interpreted your actions in that way and consider how you can improve.

Building trust and fostering open communication are key to ensuring that feedback becomes a constructive process rather than a difficult conversation.

The SBI Feedback Framework

One of the simplest frameworks for giving feedback is the SBI framework: Situation, Behavior, Impact. This method allows you to clearly communicate what happened, how someone behaved, and the impact of that behavior.

For example: “In the meeting on Tuesday (Situation), you interrupted several people while they were speaking (Behavior). This made it difficult for others to contribute and discouraged open discussion (Impact).”

While the SBI framework is simple and effective, it's also important to be flexible. Sometimes feedback might be more subjective, based on general impressions. In these cases, it's helpful to be transparent about that and invite reflection, rather than presenting it as a definitive statement.

Feedforward: A Constructive Approach

In addition to feedback, consider using "feedforward," which focuses on future actions and improvements rather than dwelling on past mistakes. Feedforward encourages people to think about how they can change and grow.

For instance, after providing feedback, you might add: “Going forward, I'd love to see you apply your creativity by proposing solutions when you spot problems. This will help us move discussions forward more effectively.”

Feedforward helps make the feedback process more forward-looking and constructive, focusing on actionable ways the individual can improve.

Conducting Effective 1:1 Meetings

1:1 meetings are a key tool for fostering open communication and supporting your team members' development. Here are some tips for making the most out of these sessions:

1. Establish Trust and Openness

Start by creating a foundation of trust. Let your team members know that these meetings are a safe space to discuss anything—challenges, career aspirations, or even personal concerns that may be affecting their work. Make it clear that you’re there to support them.

2. Provide Feedback and Feedforward

Use 1:1s to share feedback, but also to provide feedforward. Make sure that the feedback is specific and focused on behaviors rather than personal traits. Follow up by discussing actionable steps they can take to improve or grow.

3. Set Clear Expectations

Discuss short-term and long-term goals, and set clear expectations for what success looks like. This can include goals for the next 30, 60, or 90 days, as well as more general career development objectives.

4. Listen Actively

A significant part of a successful 1:1 is listening. Let your team member lead part of the conversation, and encourage them to bring up topics they find important. Listening actively shows that you value their input and helps you understand their perspective better.

5. Address Challenges Together

Use 1:1 meetings to address any obstacles or challenges your team members are facing. Offer your support in overcoming these challenges and help them strategize solutions.

6. Celebrate Wins

Don’t forget to celebrate successes, both big and small. Recognizing achievements helps build morale and shows your team members that their hard work is noticed and appreciated.

Example of Effective Feedback

One of the best pieces of feedback I received went something like this: “Your desire to always improve things can sometimes lead you to be overly critical without offering solutions. This happened in our recent meeting and in your response to the email about Project X. It makes it hard for the team to move forward and can undermine confidence in the initiatives we’re discussing. I encourage you to use your creativity to suggest improvements when you see issues, and remember that sometimes progress means moving forward even if things aren't perfect.”

This feedback was impactful because it was specific, actionable, and given with a genuine intent to help me grow. It also included a feedforward component, encouraging me to channel my critical thinking into constructive proposals.

Conclusion

Feedback and 1:1 meetings are powerful tools for growth when done effectively. By preparing your team, using frameworks like SCI, incorporating feedforward, and conducting meaningful 1:1s, you can foster an environment of trust, collaboration, and continuous improvement.

Remember, the goal is not just to point out areas for improvement but to empower your team members to grow and succeed.