The OSCAR feedback method is a powerful communication tool for reinforcing constructive feedback within a team or organization. By focusing on five key aspects, it effectively structures the transmission of information and ensures that the message is understood objectively and unemotionally.
OS - Specific observation of facts
Firstly, Specific Observation of Facts (SOF) ensures that feedback is based on concrete, verifiable elements, eliminating subjective interpretations that can lead to misunderstandings. This first step encourages communication based on tangible information, reducing potential ambiguities.
C - Consequences
Next, the Consequence (C) highlights the impact of the observed behavior or situation. It enables the sender of the feedback to share his or her feelings and impressions, while keeping the focus on the facts. This dimension of OSCAR feedback fosters emotionally intelligent communication, enabling the interlocutor to fully understand the repercussions of his or her actions.
A - Actionability
Actionability (A) is an essential element of the OSCAR method, as it focuses on concrete steps that can be taken to resolve or improve the situation. By providing constructive suggestions, it contributes to solution orientation rather than focusing on problems.
R- Expected results
Finally, Expected Results (R) project a positive future by describing the changes desired as a result of the recommended action. This step enables the interviewer to visualize the potential benefits of an adjustment or change in behavior.
By employing the OSCAR method, feedback becomes more constructive and less likely to trigger defensive reactions. It fosters a climate of trust and collaboration within the team, encouraging problem-solving and continuous improvement.
To put the OSCAR feedback method into practice successfully, it is essential to master it and deploy it consistently throughout the organization. This requires awareness-raising and training of team members to ensure that it is used in an effective and caring way. Well-formulated feedback using the OSCAR method can contribute to healthier working relationships and an organizational culture focused on learning and continuous improvement.
To find out more, take a look at our dedicated article on how to formulate OSCAR feedback.
