Feedback … are we doing it right?

  • Published
  • By Lt. Col. Jay Junkins
  • 15th Air Mobility Operations Squadron commander
TRAVIS AIR FORCE BASE, Calif. --  Integrity, service and excellence. These may seem like three simple words, but as our core values, they serve as the ideals that inspire Airmen to make our institution the best and most respected Air Force in the world. 

One method of instilling and reinforcing our core values, while enabling continuous improvement, is clear, actionable and goal-oriented feedback. One of the keys to guaranteed success is providing our Airmen feedback they can easily understand and incorporate in their daily tasks. If supervisors at all levels don't provide this, we are missing a great opportunity to guide Airmen to their fullest potential. Over the last few years, the Air Force has instituted measures to improve feedback by requiring our Airmen to sign their performance reports. 

Our instructions outline when we need to provide formal feedback, an initial feedback session within the first 60 days of supervision and a mid-term feedback session at the midpoint of the supervision period. Additionally, with our recently implemented performance reports, a follow-up feedback session is performed in conjunction with the close-out of a performance report. The real question as supervisors and Airmen, are we making the most of these mandated sessions? Do we prepare adequately, do we use tools, such as the Performance Feedback Worksheet, to their full potential, or do we simply communicate what we need to protect egos and "check-off" the event. We cannot allow ourselves to pass an opportunity to provide meaningful feedback. In a recent Air Force Climate Assessment, one of Air Mobility Command's lowest rated areas was subordinates receiving timely feedback from their supervisors. 

In order to instill and shape our Airmen, supervisors must use feedback as a tool to help shape the desired behavior. Feedback is an effective tool to motivate and facilitate behavioral changes. It is most effective when presented in an open, honest and objective manner, that is fair and constructive. Both the supervisor and the Airman must be open-minded to the use of criticism as well as praise. They must be prepared to re-affirm duty performance requirements and responsibilities, establish expectations and address whether the individual is performing or not performing as expected. Supervisors should strive to provide quality feedback. It should be timely, action-oriented, measurable, achievable and of course, objective in nature. By establishing this open dialogue, supervisors can better understand their Airman's wants and needs, while reinforcing excellence. 

By setting the example and providing timely feedback, supervisors at all levels not only make our feedback system effective but also continue to shape our quality Airman, increase their job satisfaction and enable the most respected and capable Air Force in the world ... so take the time to prepare and provide the feedback our Airmen deserve!