Let’s face it—feedback can feel like a double-edged sword. As interpreters, we want to grow, but hearing what didn’t go well? Yikes. On the flip side, coordinators often walk a tightrope between offering constructive or corrective feedback and maintaining a positive relationship.
The key to navigating these tricky waters? Mastering the art of difficult conversations. Let’s explore how interpreters and coordinators can tackle feedback with honesty, professionalism, and (believe it or not) a touch of humor.
Why Feedback Feels So Awkward
Feedback taps into two very human fears:
- Fear of Criticism – No one likes being told they’ve made a mistake.
- Fear of Conflict – We worry that tough conversations might damage relationships.
But here’s the thing: feedback, when handled well, is a gift. It’s an opportunity to learn, grow, and improve. The trick is to approach it with the right mindset and strategies.
How to Give Constructive or Corrective Feedback
1. Start with Positives (stay focused on the work!)
Think of feedback like a sandwich: start with what went well, then move to the areas of improvement, and end on a positive note.
- Example: “The client said your handling of the technical terminology was excellent. They asked if you could arrive 10-mins early next time to be ready to start when the meeting begins, but overall, we’re happy with your work and appreciate you representing us so well.”
2. Be Specific (about the work!!)
Vague feedback doesn’t help anyone. If you are asked for feedback, focus on concrete examples and actionable suggestions.
- Example: Instead of “You need to improve voicing skills” try “When the client got emotional, there were a few missed phrases that really tied together their arguments. Can I share my go to strategy with you for managing rapid dialogue?”
3. Make It Collaborative (and focus on the work!!!)
Invite interpreters into the conversation by asking for their perspective.
- Example: “How did you feel about the pacing during that assignment? Was there anything that stood out to you?”
The big takeaway here is to use feedback techniques that focus on analysis of the work, either the demands of the assignment or the controls used during the assignment. Assume positive intent and avoid giving feedback that reflects your assumptions about their motives or thought process. Humbly acknowledge that you are not a mind reader, if you want to know what someone was thinking or why they did something- ask them.
How to Receive Feedback Like a Pro
1. Don’t Take It Personally
Feedback isn’t a critique of your worth—it’s about your work. Separate the two to avoid feeling defensive.
2. Ask Clarifying Questions
If feedback feels unclear or overly broad, dig deeper.
- Example: “Could you give me an example of where I could have handled that better? I’d love to understand how to improve.”
3. Focus on Growth, Not Perfection
No one nails every assignment 100% of the time. Use feedback as a stepping stone, not a verdict.
Common Feedback Fumbles (and How to Fix Them)
Fumble #1: The “Sugarcoated” Feedback
Feedback so wrapped in positives that the actual critique gets lost.
- Fix It: Be kind, but clear. The goal is honesty that helps, not flattery that misleads.
Fumble #2: The “Too Blunt” Approach
Going straight for the critique without softening the blow.
- Fix It: Use empathy. Start with strengths, then frame critiques as opportunities for improvement.
Fumble #3: The “One-and-Done” Feedback
Dropping feedback once without follow-up.
- Fix It: Feedback works best when it’s ongoing. Regular check-ins help build trust and track progress.
Surprising Fact: Feedback Reduces Burnout
Research shows that workers who receive regular, constructive feedback are less likely to experience burnout. Why? Because they feel supported and know how to grow, which fosters confidence and job satisfaction.
Actionable Takeaways for Both Sides
For Coordinators:
- Frame feedback as a partnership, not a performance review.
- Balance critique with encouragement to keep morale high.
- Make feedback a habit, not a one-time event.
For Interpreters:
- View feedback as a tool, not a threat.
- Actively seek out feedback—it shows professionalism and a desire to grow.
- Follow up by applying suggestions and sharing your progress.
Final Thoughts: Feedback Is a Two-Way Street
Difficult conversations don’t have to be, well, difficult. When approached with empathy, clarity, and a focus on collaboration, feedback becomes less of a pain point and more of a growth opportunity—for everyone involved.
Ready to master the art of feedback and other advanced interpersonal skills? My training courses are designed to help interpreters and coordinators communicate with confidence and clarity. Book a free discovery call today to learn more!
