{"id":18930,"date":"2023-08-03T16:40:12","date_gmt":"2023-08-03T14:40:12","guid":{"rendered":"https:\/\/www.teamecho.com\/resources\/blog\/5-finger-feedback-the-game-changer-for-companies\/"},"modified":"2024-02-27T10:52:03","modified_gmt":"2024-02-27T09:52:03","slug":"5-finger-feedback","status":"publish","type":"post","link":"https:\/\/www.teamecho.com\/en\/resources\/blog\/5-finger-feedback\/","title":{"rendered":"5 finger feedback: The game changer for companies"},"content":{"rendered":"\t\t
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What is 5 finger feedback?<\/span>\n<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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5 finger feedback is an innovative method that assigns a specific feedback role to each finger<\/strong>.<\/p>\n

Criticism and praise are thus communicated in a clearly structured and comprehensible manner.<\/p>\n

And what’s the point?<\/p>\n

Quite simply: more clarity and understanding in team communication.<\/strong><\/p>\n

Instead of sending vague, perhaps even misleading messages, it allows you to communicate in a precise, clear and balanced way.<\/p>\n

This will clear the way for improvements<\/strong>. And strengthen team spirit. A real game changer!<\/p>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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How<\/span> the 5 finger feedback works<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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The concept was originally developed in education to provide students with a structured feedback method.<\/p>\n

Each finger represents one part of the feedback:<\/p>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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Thumb<\/span> \u2013 Positive feedback:<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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What went well? What did you particularly like?<\/strong><\/p>\n

The thumb stands for the positive part of the feedback.<\/p>\n

Here you praise the achievements, skills or behaviors that should be maintained.<\/p>\n

It’s about emphasizing the positive and thus creating a feeling of recognition.<\/p>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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Index finger<\/span> \u2013 Potential for improvement<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Where do you see room for improvement?<\/strong><\/p>\n

The index finger stands for constructive criticism and suggestions for improvement. <\/span><\/p>\n

Here you can point out areas where you see potential for development. These can be specific tasks, processes or behaviors. <\/span><\/p>\n

It is important to always give concrete examples and provide suggestions for improvement.<\/span><\/p>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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Middle finger<\/span> \u2013 Critical feedback<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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What didn’t you like or what didn’t work?<\/strong><\/p>\n

The middle finger is the symbol for criticizing behavior or decisions that bother you or that you consider problematic. <\/span><\/p>\n

Here, too, it is important to give specific examples and always formulate criticism respectfully.<\/span><\/p>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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Ring finger<\/span> \u2013 Appreciation<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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What do you particularly appreciate about the other?<\/strong><\/p>\n

The ring finger stands for appreciation towards your colleagues. <\/span><\/p>\n

You are expressing what you value about them and what you particularly appreciate about their work or behavior. <\/span><\/p>\n

This can also be a thank you for work done or special support.<\/span><\/p>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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Little finger<\/span> \u2013 Personal responsibility and need for action<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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What will you do to contribute to an improvement?<\/strong><\/p>\n

The little finger stands for your own commitment and responsibility. <\/span><\/p>\n

Here you express what you yourself will do to improve the situation. <\/span><\/p>\n

It is about taking responsibility for your own actions and actively proposing steps for improvement.<\/span><\/p>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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What does 5 finger feedback look like in practice?<\/span><\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Enough theory. To give you an even better idea, here is a concrete feedback example based on the 5 finger model.<\/p>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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Example:<\/span> Thumb\n\n<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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“Lena, I would like to thank you for always coming to our meetings on time and well prepared. Your professionalism helps us to work efficiently.”<\/p>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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Example:<\/span> Index finger\n\n<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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“It would be helpful if you could send us the documents for the meeting a few hours in advance so that we can prepare better.”<\/p>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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Example:<\/span> Middle finger\n\n<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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“However, I must criticize the fact that in recent meetings you often took the floor before others could fully express their thoughts. This can sometimes be perceived as an interruption.”<\/p>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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Example:<\/span> Ring finger\n\n<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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“However, I would also like to emphasize that I greatly appreciate your enthusiasm and commitment to our projects. You always contribute valuable ideas and drive things forward.”<\/p>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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Example:<\/span> Little finger\n\n<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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“To improve communication in our meetings, I will be more conscious in future to ensure that everyone has the chance to fully express their thoughts before we move on to the next person.”<\/p>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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This 5 finger feedback is constructive and covers all aspects<\/strong> \u2013 from positive recognition, concrete suggestions for improvement and respectful criticism to personal responsibility. <\/p>\n

With the 5 finger feedback, Lena can better understand her behavior and adjust it accordingly to further improve teamwork.<\/p>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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“The most effective feedback<\/span> is the kind you ask for directly.<\/span>“<\/p>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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Benjamin Blum (Head of Human Resources & Member of the Management Board) from Arlewo<\/a><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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<\/div>\n\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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FAQ<\/span> on 5 finger feedback<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Any questions about five finger feedback?<\/p>\n

No problem. We have answered the most burning questions for you right here in our FAQ.<\/p>\n

And don’t forget: Practice makes perfect!<\/p>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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\n\t\t\t\t\tWhat if I have several points for one finger? <\/span>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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No problem! 5 finger feedback serves as a structure, not as a limitation. Simply share all the points that you summarize under one finger.<\/span><\/p>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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\n\t\t\t\t\tDo I have to use all five fingers for every feedback? <\/span>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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Ideally, yes. The aim is to give a balanced picture. But there are situations in which you may not be able to use all your fingers. Nevertheless, try to be as comprehensive as possible.<\/span><\/p>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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\n\t\t\t\t\tWhat if I don't have positive feedback (thumb)?<\/span>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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Even if it seems difficult, always try to find something positive. This promotes motivation and opens the recipients up to constructive criticism.<\/span><\/p>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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\n\t\t\t\t\tCan I also use the 5 finger feedback for self-reflection?<\/span>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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Absolutely! Use the method to reflect on your own performance. This helps you to identify strengths and weaknesses and plan your development path.<\/span><\/p>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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\n\t\t\t\t\tHow often should 5 finger feedback be given? <\/span>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\"\"\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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There is no fixed rule, but regular feedback is important. Whether by project, in monthly meetings or in one-to-one discussions \u2013 find a rhythm that works for your team.<\/span><\/p>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t","protected":false},"excerpt":{"rendered":"

Want to take your feedback to the next level? Then hold on tight! With 5 finger feedback, you can revolutionize communication in your company. In this article, we’ll show you what’s behind it and how it works.<\/p>\n","protected":false},"author":4,"featured_media":13600,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"vorwort":"

Looking for effective feedback methods? Look no further! 5 finger feedback is a real game changer for companies. In this article, we explain why this is the case and how it works.<\/p>\n","footnotes":""},"categories":[14,30],"tags":[],"class_list":["post-18930","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-leadership","category-leadership-en"],"_links":{"self":[{"href":"https:\/\/www.teamecho.com\/en\/wp-json\/wp\/v2\/posts\/18930","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.teamecho.com\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.teamecho.com\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.teamecho.com\/en\/wp-json\/wp\/v2\/users\/4"}],"replies":[{"embeddable":true,"href":"https:\/\/www.teamecho.com\/en\/wp-json\/wp\/v2\/comments?post=18930"}],"version-history":[{"count":0,"href":"https:\/\/www.teamecho.com\/en\/wp-json\/wp\/v2\/posts\/18930\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.teamecho.com\/en\/wp-json\/wp\/v2\/media\/13600"}],"wp:attachment":[{"href":"https:\/\/www.teamecho.com\/en\/wp-json\/wp\/v2\/media?parent=18930"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.teamecho.com\/en\/wp-json\/wp\/v2\/categories?post=18930"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.teamecho.com\/en\/wp-json\/wp\/v2\/tags?post=18930"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}