How to give and receive feedback
Feedback is one of the most important elements in the personal and professional development of all our collaborators. The reason? Very often, it is human nature to look at what others can improve, but we rarely look at ourselves to analyze what we can improve. What’s more, even though we look at others to see what they can improve, we are rarely open and mention it to them.
And this isn’t because we’re selfish or
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Don’t care about others. The reality is that giving and receiving feedback doesn’t come naturally to most people. We prefer to opt out of “causing a conflict,” thinking that our comments might offend the person receiving them.
But today I would like to share with you that implementing these processes in an organization is not difficult, you just need to know where to start and how to promote this process among all employees.
What is feedback?
Feedback is one of the best ways we have to know our strengths and areas of opportunity and to be able to act on them to
create a development agenda. Specifically, feedback is the comments that our coworkers give us about our performance or the way in which we carry out our professional activities.
We can now go into more detail about the meaning of feedback if we focus on what good feedback is, or what bad feedback is. But let’s focus on how.
How to give feedback?
Let’s start with the fundamental part of a feedback process: giving it. Giving feedback involves going to our coworkers and telling them in a timely and proactive way what they do well and how they can improve. Remember, the goal is to help them improve and continue to grow professionally.
The five keys to effective feedback are:
1. Be proactive
When we only mention what can be improved or what is being done well, without giving further context, the recipient will not necessarily know how to act
. For example, our feedback may be to improve the way they communicate. But if we do not give them the context of the circumstances in
which we have noticed that they can improve their communication and give them suggestions, the feedback can be misinterpreted or even
ignored.
The same thing happens when we give praise or talk about a strength. We all feel happy knowing that we are very good at our way of communicating, but if we know exactly where we are doing well, we can surely continue to improve and take advantage of this strength.
2. Be honest
Feedback is not how to plumb multiple shower heads diagram synonymous with making the oth person feel good. Although it is important at times to make someone else feel good, the reality is that honesty and the ability to be frank about weaknesses and areas of opportunity will be very beneficial. This does not mean that we should be . “brutally” honest, especially if we do not have much confidence in the person receiving the feedback.
It is enough to be direct and sinc e.
Same goes for giving feedback on strengths. Be open in telling the oth . person what they do well and how these strengths add value to the entire team.
3. Be empathetic
Being empathetic means having the bhb directory ability to put ourselves in th “shoes,” thinking about how they. will receive the feedback and wheth they will actually be able to act on it.
This ability is not innate and must be developed. What will always help is to ask ourselves before giving feedback: How would it make me feel if I received this feedback? Is the other person to whom I will give feedback open to receiving comments about their or leadership style?
If we know that the person receiving the feedback will act incorrectly, it is preferable to avoid situations that generate conflicts and
find other mechanisms to convey our comments.
4. Be specific
When giving feedback, we can
Be tempted to go on and on. When we talk about a strength, this can make us look exagated or dishonest. When it comes to areas of weakness, going on and on can make the othe son feel “ judged.”
The recommendation her is to be specific and always. tell thethat we are open to continuing to talk about the topic when they have the opportunity and if they want to. Being specific doesn’t just mean saying “Great job.” It’s okay to write one to three paragraphs.This will help me to have enough information to and put the feedback into practice.
5. Be consistent
Nothing can be more confusing than receiving mixed messages from one son when we receive feedback. If one day our boss mentions that we . Communicate excellently with clients, and the next day he tells us that you need to improve many things in your communication style, we probably won’t know whe he really stands.
Or maybe the way we give feedback changes.
We shouldn’t be too modest one time and too explicit the next.
How to receive feedback?
We’ve already talked about how to give feedback. And for someone to give feedback, someone must necessarily receive it. It may seem like it’s enough to listen and say thank you. but the process goes than that. are three keys to receiving feedback.
1. Know how to listen
Yes. Although it is not thing, it is important. Listening does not only involve being silent and listening to the feedback, it involves being. attentive and intacting with our gaze and posture with the pon giving us the feedback. If while giving us feedback we are looking at the . Or if our posture is in the “I want to leave” position, it is most likely that the son giving us the feedback will feel uncomfortable or think that their feedback is not welcome.
2. Leave emotions aside
Don’t try to contradict or explain when you receive feedback . on something you can improve. Give them the opportunity to think about what they have said or written to you and analyze whethr it is really true and how you can improve.
3. Only you are responsible for your own development
It is important to know that only we ourselves have control our sonal or professional development.
Although the training that the company can give us is undoubtedly important, if we are not aware of this, no feedback will be enough to improve.
