HR Learning of the Day CEDAR Model of Feedback

The CEDAR Model is an effective framework for delivering structured and impactful feedback in Human Resource Management (HRM). It ensures that feedback is constructive, leading to professional growth and organizational development. The model is widely used in performance management, employee development, and leadership coaching.

Breakdown of the CEDAR Model

Each component of the CEDAR model ensures clarity and actionability in feedback delivery:

Context (C) – Setting the Stage

Before delivering feedback, it’s crucial to establish the context to ensure relevance. This involves specifying where and when the observed behavior occurred.

HRM Application:

In performance appraisals, managers set the context by referring to specific projects or tasks.

Helps in avoiding generalized feedback that may seem vague or unfair.

Example:

“During the last quarter’s project presentation, you handled the client query effectively but struggled with structuring your report.”

Examples (E) – Providing Evidence

Feedback must be fact-based and specific rather than subjective. Giving concrete examples makes the feedback more acceptable and useful.

HRM Application:

Used in employee performance reviews and feedback sessions to maintain transparency.

Ensures that feedback is aligned with measurable behaviors rather than personal opinions.

Example:

“For instance, in the meeting with XYZ client, your response to their concerns was well-thought-out, but your slides contained too much information, making it difficult to follow.”

Diagnosis (D) – Understanding the Root Cause

This step involves exploring why the behavior occurred and discussing underlying reasons. It helps in identifying obstacles rather than merely pointing out flaws.

HRM Application:

Helps HR managers identify skill gaps and provide targeted training.

Encourages two-way discussions rather than top-down criticism.

Example:

“Could the issue have been due to a lack of data access, time constraints, or unfamiliarity with the client’s needs?”

Action (A) – Suggesting Improvements

After diagnosing the issue, the focus shifts to solutions. Employees should be guided on how to improve through clear action points.

HRM Application:

Drives performance improvement by setting achievable goals.

Ensures feedback leads to growth rather than just criticism.

Example:

“Next time, consider structuring your presentation with bullet points and limiting slides to three key takeaways.”

Review (R) – Following Up

Feedback is meaningless without follow-up. Regular check-ins ensure that suggested improvements are implemented and employees feel supported.

HRM Application:

Used in coaching programs, mentorship, and leadership development.

Strengthens the feedback culture by making it a continuous process.

Example:

“Let’s review your next presentation together before the meeting to refine it further.”

Benefits of the CEDAR Model in HRM

Encourages Growth – Employees get structured and actionable feedback.

Reduces Resistance – Fact-based feedback minimizes defensiveness.

Improves Retention – Employees feel valued and supported in their growth.

Enhances Communication – Strengthens relationships between managers and employees.

Boosts Performance – Helps employees refine their skills with practical insights.

Overcoming Negative Aspects

Even with a structured model, feedback can sometimes have unintended negative effects. Here’s how to address them:

Resistance to Feedback ➝ Encourage open dialogue & active listening.

Demotivation Due to Criticism ➝ Balance constructive feedback with recognition.

Lack of Implementation ➝ Ensure regular follow-ups and mentoring.

Overloading Feedback ➝ Deliver feedback in small, digestible parts.

Please note that all HR Words have been Sourced from Google/Wikipedia and I copy from different places, edit using GenAI and share with everyone while learning something new everyday. Image Source ChatGPT

Have A Great HR Day

Regards

Dr. Vishal Verma