4G feedback method

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The 4G feedback method provides a framework for naming and adjusting unwanted behavior. The 4G feedback method consists of four G’s, namely:

  • Behaviour
  • Feeling
  • Consequence
  • Desired

The 4G feedback model helps managers to enter into a difficult conversation, to give feedback, and to ensure that the conversation does not escalate. It is also the intention that at the end of the conversation some clear goals are formulated so that the behavior improves.

4G feedback method

Receiving feedback is not always nice. The employee can see it as criticism. By constructing a conversation in the right way, you ensure that your feedback is well-founded, and that, for example, you do not hurt unnecessarily, which could cause the conversation to escalate.

G1 of the 4G feedback method: Behavior

If you start a conversation according to the 4G feedback method, then you start by naming the employee's behavior that should be adjusted. Speak from within yourself. After all, you can have an opinion. Nothing can be said against that. So you say for example: I have noticed that you have often been late lately. Or I think that you are often late lately. If you put it as an accusation: You are always late. Then this provokes a discussion that you want to prevent. You think that this person often comes too late and something has to be done about it. Also, this person will not always be late, stick to the facts!

G2 of the 4G feedback method: Feeling

After you have named the behavior, the following G from the 4G feedback method, namely the feeling that this behavior gives you. Again speak from yourself, so for example: This gives me the feeling that you have not taken your work so seriously lately. Or for example: This gives me the feeling that you are not feeling very well lately. If you state your feeling, go to the 3rd G of the 4G feedback method.

G3 of the 4G feedback method: Consequence

The 3rd G of the 4G feedback method is about the effect that the behavior discussed above has on, for example, the performance of this person or the department. Here you also speak from yourself. For example: I have noticed that other colleagues are starting to get annoyed by this. By naming the consequences of behavior you try to create awareness with the person with whom you have the conversation. It is quite possible that he or she is startled and that they did not realize these consequences at all.

G4 of the 4G feedback method: Desired

Now that you have spoken about the behavior, the feeling that you get from it and the consequences of the behavior, you come to the 4th G of the feedback method and you can state which behavior is desired. That could be: I would like you to be on time from now on. Or I think it would be a good idea to go to the company doctor to talk about a solution. Try to set one or more clear and achievable goals.

Outcome and example 4G feedback method

In total, the feedback will look like this: I have noticed that you have often arrived too late for work lately. This gives me the feeling that you are not feeling very well lately. I have noticed that other colleagues are starting to get annoyed about this. I think it would be a good idea to go to the company doctor to talk about a solution. Of course, it is not a guarantee that your conversation will also go well, but the 4G feedback model provides guidance for making a difficult conversation in a structured way and without unnecessary blame.

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