The Gift of Feedback (with Terence Mahone of Farfetch)

Terence Mahone

Terence Mahone
Senior Manager, Digital Production Operations, FARFETCH

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Podcast Episode 40


Feedback is a gift. It can be scary, it can be hard, but when given in good faith it helps us learn, grow, and can make us feel good about the work that we've done. For this Christmas week episode of the e-commerce content creation podcast, Daniel is joined by Terence Mahone of Farfetch to discuss the gift of feedback. Even though it can be hard, if the goal of the team is growth, it is absolutely possible to have a culture where feedback is welcome and appreciated.

Key Takeaways

  • Feedback is often thought to be exclusively negative when in reality feedback can be a gift.
  • Feedback at its core is information, and asking for more information to better form your opinion is valuable when giving and/or receiving feedback.
  • Feedback should always be specific. Generic feedback amounts to a personal opinion and isn't always the best tool for growth.
  • SBI - Situation Behavior Impact - A feedback format that encourages more meaningful information to help with giving GOOD feedback.
  • Creating a culture that thrives on feedback changes how people approach cross-functional projects or relationships
  • Timeliness of feedback is crucial, if only because the more time passes, the harder it is to remember.
  • Feedback can become a barometer for culture and communication in a team or org. If feedback is difficult, maybe there are some communication gaps that need to be filled.
  • Like all things, we get better at feedback if we practice it. If you only give feedback a little bit once a year, you can't really expect to be good at it.
  • We LIKE to hear things that tell us our colleagues believe in us and want to see us grow.
  • Difficult feedback needs to go through a manager, but peer-to-peer feedback can be really valuable provided the studio culture allows for it.
  • Keeping a record of feedback can be important for a manager, to help facilitate growth, but also to give their next manager an idea of the accomplishments and areas of an improvement for a direct report.
  • Keeping good records and meeting notes with your employees also eases the performance review process each year.

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