How to Give Constructive Feedback with the OSCAR Method

In the professional world, feedback plays an essential role in fostering individual growth, improving team performance, and strengthening company culture.

However, giving effective feedback is not always straightforward, and that is where the OSCAR method can be a great help.

This method allows you to break down a situation into several steps in order to formulate clear feedback that your listener can actually take on board.

We have all received feedback at some point that, instead of helping us improve, locked us into a sense of failure. The goal of this method is to help you avoid that pitfall.

What makes feedback bad?

Bad feedback lacks clarity, constructiveness, and respect. It is often characterized by vague criticism, unsupported personal judgments, or aggressive communication.

Poorly worded negative feedback can leave the person confused about what needs to be improved while also creating tension within the team.

Bad feedback ignores the other person’s feelings and can even be demotivating. Instead of inspiring a desire to improve, it can provoke a defensive reaction or hostility.

To avoid this, it is essential to give constructive feedback, like the kind encouraged by the OSCAR method, which promotes professional growth and personal development.

What makes feedback good?

Good feedback is constructive, well-articulated input that aims to help a person improve in a given area. It is characterized by clarity, specificity, and respect for the person involved.

Effective feedback relies on factual observations, avoiding hasty judgments or personal criticism. It takes the individual’s feelings into account while highlighting the consequences of their behavior on the team or the company.

Good feedback does more than just point out problems; it also suggests concrete actions to resolve the situation.

The main goal of quality feedback is to encourage personal development, improve performance, and foster a healthy, productive work environment.

What is the OSCAR method?

The OSCAR method is designed to guide you in formulating good feedback that will genuinely help your colleagues.

Let’s look at what this acronym stands for:

OS - Specific Observation of the facts

The first step of the OSCAR method is to objectively observe the situation or behavior you want to give feedback on. Avoid subjective judgments and focus on concrete facts or observable behaviors.

For example, instead of saying “You’re often late to meetings,” say “In our last three kick-off meetings, you arrived 10 minutes late.”

C - Consequence

Explain the consequences of the behavior in question. How does it affect projects, interpersonal relationships, or company objectives? For example, “Being late to meetings delays our decision-making, hurts our overall productivity, and creates tension with other team members who feel their time is not being respected.”

A - Actionability

Suggest concrete and achievable actions to resolve the situation. Encourage the person to take steps to prevent the problem from recurring. For example, “Could you set reminders so you don’t miss the start of a meeting? Or let people know your departure time from other meetings so they don’t run over?”

R - Expected Results

Finally, describe the positive benefits that the suggested solution will bring to the individual. For example, “If you arrive on time to meetings, the ideas you want to put forward will be heard more easily, and all team members will feel more respected.”

Benefits of the OSCAR method

The OSCAR method offers many advantages for companies and individuals:

1. Improved communication: By structuring feedback around observation, feelings, consequences, and actions, the OSCAR method promotes open and constructive communication.
2. Stronger professional relationships: By expressing your feelings respectfully, you avoid unnecessary conflicts and strengthen trust within the team.
3. Stimulated professional growth: The OSCAR method encourages personal development by identifying areas for improvement and suggesting actions to address them.
4. Better performance: By emphasizing the consequences of behavior, the OSCAR method helps correct issues quickly, which can have a positive impact on the company’s overall performance.
5. Solution generator and tension relief: If someone is consistently late, perhaps they are dealing with childcare issues and have not mentioned it to their manager. Raising the issue in a caring way makes it much easier to find a shared solution and avoids generating further tension.

Keep in mind that feedback is beneficial both for the person receiving it and for the person giving it.

How to formulate OSCAR feedback

One of the fundamental principles to remember is a matter of common sense: give feedback the way you would like to receive it.

There are certain pitfalls to avoid when formulating your feedback:

• Avoid hearsay, which can make the feedback recipient feel that you lack substance
• Avoid value judgments at all costs; they will undermine your message, as your listener may confuse your feedback with a personal attack
• Do not deliver your feedback in the heat of the moment, as you risk communicating your irritation, and your listener will not be able to perceive your feedback as well-intentioned

It is worth noting that this method applies to positive feedback too, not just negative feedback!

However, it is critical to avoid feedback sandwiches where you mix positive and negative. It is better to formulate two separate pieces of feedback.

Example of bad feedback and how to reformulate it with the OSCAR method

Here is an example of bad feedback:

“I’ve been told you submitted several deliverables late. You’re not serious and you’re making us look like amateurs.”

OS: Here the facts are unclear. The phrasing uses “I’ve been told” and refers to “several deliverables,” which is vague.

C: The consequence resembles a value judgment toward the employee, who will likely become defensive for the rest of the discussion.

A & R: No actionable idea is put forward, and the dialogue is not opened to find solutions. The feedback only leads to increased tension.

Let’s reformulate this feedback together so it produces the desired result:

OS: The deliverable for client Y that you were responsible for was submitted X days late compared to the planned date.

C: This damages our reputation with the client and puts our collaboration with them at risk.

A: What obstacles did you encounter? I suggest notifying the project manager whenever a delay occurs.

R: This will reduce your stress and allow us to find a solution together while keeping our client informed.

Tips for putting the OSCAR method into practice

Implementing the OSCAR method, like any process, requires some support.

• Train champions: You need champions to lead by example. For instance, you can start by training managers first.
• Empower yourself and your team to give feedback: Make it part of your culture that anyone is entitled to give feedback, as long as they follow this method to keep it constructive and respectful.
• Choose the right moment: Make sure the timing is appropriate for giving feedback, avoiding tense or stressful situations. Giving feedback at the end of the day is also less than ideal, as the recipient will be tired and less receptive.
• Be specific: Use concrete examples to support your observations and explain the consequences. This will prevent your listener from feeling attacked.
• Listen actively: Encourage the person to share their point of view and participate in finding solutions.
• Follow the process: Regularly track progress and adjust actions if necessary.
• Break down the acronym OS-C-A-R: As in our example, feel free to write out these different parts separately to draft your feedback before bringing it all together.

Building a culture that encourages feedback

Role Based Management offers an innovative approach to managing roles, responsibilities, and collaboration within your company. By assigning clearly defined roles, facilitating meetings, and structuring the actions to be taken, RBM promotes transparent governance and informed decision-making.

It is a great way to support change and create an organizational structure where team members feel comfortable collaborating, including when it comes to formulating feedback that helps everyone move forward.

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