How to use the SBI feedback model to conduct effective reviews

[Ehsanuls55]

Did you know that effective feedback can significantly boost employee performance? Whether you need to share improvements or celebrate wins at work, meaningful and actionable feedback is important.

The SBI (Situation-Behavior-Impact) feedback model is a framework that can be of great help in the workplace, especially for HR professionals or business leaders.

This powerful framework will give you the tools to deliver constructive feedback with confidence and emotional intelligence, while ensuring you drive real change.

We're going to explain how to make the SBI model work for you, so you can give feedback that chief vp compliance email list hits the mark every time. Let's get started!

What is the SBI Feedback Model?
The SBI feedback model is a structured approach to giving feedback that focuses on three key elements: Situation, Behavior, and Impact. Among other feedback models, this method provides a clear framework for giving specific, objective feedback that minimizes defensiveness and promotes positive change.

By breaking down the feedback process into these three clear components, you eliminate the ambiguity and emotional baggage that can sometimes disrupt a feedback conversation. **Instead, feedback is based on objective facts, helping both the giver and receiver stay on the same page.

Unlike the Sandwich Method, which recommends that managers combine negative feedback with praise, the SBI method is more direct, situation-specific, and action-oriented.

Let's analyze each of the elements of the SBI method:

Situation
The “Situation” is where you set the stage. It is important to describe the context in which the behavior occurred. This is about framing the assessment with details about when and where the behavior was observed. This eliminates the guesswork on the part of the person receiving the feedback; they can immediately picture the scenario you are referring to.

Example: "During yesterday's project status meeting, I realized that..."

Start with the situation to base your comments on a specific event. This approach avoids vague generalizations and is crucial for a constructive conversation.

Behavior
The Behavior component focuses on the employee's actions. It's important to stick to the facts: what exactly did he or she say or do? This keeps the evaluation objective and encourages you to avoid making assumptions or judgments about the person's intentions or character.

Example: "He interrupted the speaker several times before he could finish his ideas."

The goal is to describe the behavior without attaching any emotion or bias to it . The clearer and more concrete you are about the behavior, the easier it will be for the recipient to understand exactly what you are talking about.