Feedback is such an foremost transportation Tool. Openness, honesty, candor, trust — all of these are hallmarks of high carrying out teams and organizations. Good feedback skills are necessary to any relationship.
Feedback is foremost because:
- It prevents small issues from festering into unmanageable problems.
- It builds trust in relationships.
- It promotes personal and professional growth.
- It acknowledges personel and team accomplishments.
- It clears up misunderstandings.
- It is a way to sass and recognize team members’ skills and contributions.
As a result, sufficient feedback makes life at Work a great deal easier and more rewarding.
So how do you give person sufficient feedback? First, ensure your intention is to be helpful and supportive, rather than to “slam.” Check to make sure the person wants and is ready to accept feedback, if you haven’t been asked to furnish it. Before providing your feedback, ask the person for their assessment of the situation.
But, how do you say it? What words do you use that will ensure the message is delivered properly? Be specific. Spin the actual behavior you observed, not personality traits. Avoid generalities, vague statements, and inferences. Use “I” statements: I saw…, I heard…, I felt… Spin the impact of the behavior on you: “I felt…when you…” Be sincere with your comments. Don’t say that something was good when you don’t verily believe it.
It’s foremost to give a balanced mix of both clear feedback and feedback for improvement. Try to end with a clear comment. Be sure that the feedback recipient has understood your comments. Encourage a response.
Another foremost point. Consider timeliness. Don’t “store up” feedback of whether kind and dump it on a person. Feedback is much more sufficient if in case,granted close to the time the behavior verily occurred.
There are two types of feedback — clear feedback and feedback for improvement.
Positive Feedback – clear feedback is information about what person did well. There’s a very easy arrival you can use when giving clear feedback.
- Spin what the person verily did or said, and
- Why this statement or activity was effective.
Make sure your “What and Why” arrival is based on specific, sincere information. For example: “Mary, when you presented the results of the team’s customer satisfaction survey, your charts were very clear and easy to understand (what). They made it easy to recognize which areas we need to Work on to make our customers happier (why)..”
Feedback for correction – Feedback for correction is given about situations which did not go well, or which could have been better. In this case, it’s foremost to tell the person specifically what could have been said or done differently, and why that would have been more effective.
The arrival to giving feedback for correction is:
- Spin what was said or done,
- Tell what would have been a better approach, and
- Why that would have been better
Make sure your “What, What and Why” arrival is based on specific, sincere information. For example: “George, when you commented on Ted’s report, I felt your remarks sounded sarcastic and not specific adequate to be helpful (what). If you tell Ted exactly what supplementary information is necessary (what), he’ll be able to integrate the information you feel is needed when he revises the narrative (why)..”
There’s also extra skill required when receiving feedback. If you ask for feedback, be sure you are ready to receive it. Actively listen with your full attention. Ask for specific examples of what you did well and what could have been better. Ask questions to clarify, and paraphrase to check your understanding. Don’t resist the feedback and avoid being defensive — don’t explain, rationalize or justify. Listen for the impact your behavior is having on the other person. Consider considered whether, and how you want to convert your behavior. Let others know immediately so they can keep you. Ask for help and assistance, if appropriate. Most importantly, thank others when they furnish you feedback. They have taken a risk to help you grow.
Remember: Feedback is a gift, a unique learning opportunity. whether you agree or not, it has value because it represents a set of perceptions about you and your behavior.
Team Member Feedback: A Priceless transportation Tool
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