Assessment Centers can be an intense experience for many participants. That’s why it’s all the more important that feedback isn’t just delivered, but thoughtfully and respectfully designed.
As consultants at managerberater, we often get the chance to give feedback after an AC. Whether we speak with internal or external candidates – here’s what matters to us:
Appreciative Attitude
Candidates invest a lot of time, energy, and emotion. Feedback providers should always acknowledge that and show respect for the personal nature of the experience. Feedback providers should always be aware that the experience is personal and should show respect for that.
Focus on building, not just criticizing
Especially after a demanding process, how something is said matters as much as what is said. Clarity is important – but always combined with a developmental perspective.
Structure supports Clarity
Structured feedback, such as using evaluation dimensions or competency clusters – helps make observations easier to understand and prevents overgeneralization. A “top-down” approach often works well.
Focus on Key Messages
How many messages can participants truly take away from a feedback conversation? Striking the right balance between abstraction and detail is the key to good feedback.
Particular Responsibility
The outcome of an AC can directly impact a candidate’s future career. Feedback should therefore be delivered with care and transparency – as well as empathy and respect.
So what are some practical recommendations for designing feedback conversations?
→ Prepare for the feedback conversation just as thoroughly as for the observation and evaluation process.
→ Use concrete examples from the individual modules – and avoid generalizations.
→ Encourage self-reflection: “How did you see yourself in that situation?”
→ Give participants space to ask questions.
→ Conclude with development perspectives: Where are opportunities for growth?
What are your experiences with feedback in the AC context?