8 Strategies for Receiving and Giving Effective Feedback
Whether you’re a newbie in your field or have been in your role for years, feedback is necessary for personal and professional growth. Constructive criticism allows you to learn from your mistakes and develop new skills to excel in your role.
However, not all feedback is created equal. Some feedback is vague and empty, while others may be negative or generic.
As a receiver, its essential to ask questions to make sure you understand the feedback properly. As a giver, its paramount to ensure that youre providing specific and actionable feedback, rather than something vague and unhelpful.
To help you navigate the feedback process, we’ve compiled eight strategies that both managers and employees can use for a more effective and productive feedback exchange. 1.
Be Open-Minded
As the recipient of feedback, its essential to keep an open mind. Don’t take it personally, but instead, listen to understand.
That way, you can learn and grow in your role. Being closed-minded can prevent you from identifying opportunities to improve your professional skills, and that’s not a trait of a successful employee.
2. Embrace Constructive Criticism
Its always easier to hear positive feedback.
However, to grow professionally, its crucial to welcome constructive criticism. Constructive criticism is a gift because it can help you understand your weaknesses and identify new areas for growth.
3. Ask For Specific Feedback
When you’re receiving feedback, it’s crucial to ensure that it’s specific and actionable.
Asking for specific feedback helps ensure you and the giver are on the same page. It’s not helpful to get feedback that says, “you’re doing good, but try harder” or “you’re not doing a great job.” Be specific about what you would like feedback on, such as a presentation, project, or leadership skills.
4. Understand the Criteria
Its always good to understand the criteria that youre being evaluated against.
Clarify what’s relevant to your job, whats not, and how you’ll be evaluated. Then, use this information to help guide your professional development.
5. Determine the Conversation
Kicking off a feedback exchange can be daunting.
If youre unsure how to get the conversation started, ask a series of open-ended questions, letting the giver lead the way. For example, asking, “What do you think of my performance” is an excellent way to start the conversation and allow the giver to answer in a comprehensive way.
6. Highlight Bigger-Picture Issues
Receiving feedback can help you identify more significant issues within the team and company.
This insight can help you identify how you can contribute better to the company and team goals while also improving yourself. Don’t take this feedback as criticism or negativity; instead, look to it as an opportunity to make necessary changes.
7. Provide Insightful Feedback
When giving feedback, be thoughtful, specific, and timely.
Don’t give empty or generic feedback; instead, provide actionable, feedback. Additionally, it’s best to recognize an employee’s strengths first, followed by their areas for improvement.
Consider your feedback as training someone for how to act in a professional setting. 8.
Follow-Up Meeting
Whether you’re giving or receiving feedback, it’s imperative to schedule a follow-up meeting to discuss how the feedback implemented. This helps to ensure a clear path forward, clarity of priorities, and an opportunity for the employee to provide additional clarity.
In conclusion, feedback is an important and necessary part of professional development. As an employee, its crucial to keep an open mind, embrace constructive criticism, ask for specific feedback, and understand the evaluation criteria.
As a feedback giver, its important to provide actionable and timely feedback, lead with employee strengths, and schedule follow-up meetings to provide clarity. With these strategies, both employees and managers can achieve a more productive and effective exchange of feedback.
In conclusion, feedback is crucial for personal and professional growth. To make feedback exchanges more effective, employees must keep an open mind, embrace constructive criticism, and ask for specific feedback.
Employers must also provide actionable and timely feedback, lead with employee strengths, and schedule follow-up meetings. By embracing these strategies, both employees and managers can achieve a more productive and effective exchange of feedback, which will ultimately lead to improved job satisfaction, performance, and personal growth.