Wie kann Feedback genutzt werden, um Ihre Stärken und Schwächen zu identifizieren?

Continuous feedback is a Human Resource strategy that seeks to encourage and empower the exchange of feedback regularly between managers and employees, as well as peer-to-peer. One time feedback in a year is not benefitials for both employees and employers. Benefits of Continuous Feedback • It drives employee growth. • It provides real-time insights. • It improves employee engagement. • It facilitates stronger relationships.

Continuous feedback serves as a valuable mirror for self-awareness. Embrace constructive feedback with an open mind, recognizing it as a tool for identifying both strengths and areas for improvement. Pay attention to recurring themes in feedback, acknowledge your strengths to leverage them further, and address weaknesses as opportunities for growth. Cultivate a mindset that views feedback as a continuous learning process, propelling personal and professional development.

You only get as many honest feedback from people as much you can tolerate criticism without getting emotional It's easy and common for people to seek feedback but very rare to find people who can digest criticism and use it to grow in life If you genuinely crave for honest feedback, you must develop a strong emotional control to withstand negative feedback

In my experience when i have worked on assignments i have noticed that the deliverables have become more impactful when I sought feedback from various people be it stakeholders and peers. We tend to get blinded by our daily chores and thoughts that some times we might miss the obvious and it is always handy to consistently seek feedback. This also becomes a 2 way bridge where others sees value of feedback and starts doing the same and probably you will be building a feedback culture that leads to overall improvements

Feedback acts as a mirror, reflecting many facets of your performance. Pay close attention to reoccurring themes or trends in feedback. Positive feedback frequently highlights your talents and places where you thrive. Constructive criticism, on the other hand, might indicate areas for progress. Take the feedback as an opportunity to reflect on yourself. It all comes down to transforming remarks into personal and professional development!

Feedback meeting always comes with positive points and areas of improvement points Most of the employees are not positively taking feedback and start being depressed or unhappy but ideally this should be the case. An area of improvement is indirectly letting you know in which area you need to improve. This is not only limited to current KRA but this is directly connected to Succession planning and the future road map of that particular employee in that organization.

In my experience, companies who foster a culture of "growth mindset" increase the chances for employees to embrace feedback and grow from there. That implies encouraging failure in order to learn, try again, and get the expected result and beyond. By promoting the need for feedback, we encourage innovation and better collaboration.

Once you have the list of Areas of improvement, communicate with your manager or mentor how you can improve your performance or add knowledge in particular listed skills. You can continuously track your performance time by time and compare it with expected goals for that particular skill.

Good constructive feedback is great for goal alignment and or realignment. It should be followed by development. Understanding where improvements need to be made is a roadmap to success.

The SBI model is helpful for giving feedback from my point of view. Situation: be specific time and place where the action happened. Behavior: describe the observable behavior/ actions. Do not assume. Impact: the ways in which the behavior impacts positive or negative to team or organization. Maintain it regularly to promptly adjust/improve or recognize, do not wait for performance review cycle.

Feedback ist das A und O einer erfolgreichen Personalberatung. Es geht nicht nur darum, konstruktiv und respektvoll zu sein, sondern auch um die Bereitschaft, direkt und offen zu kommunizieren. Als Berater dürfen wir nicht zögern, unseren Partnern ehrliches und präzises Feedback zu geben, auch wenn es manchmal unbequem sein mag. Die Sandwich-Methode kann hilfreich sein, doch manchmal ist direkte Klarheit gefragt, um wahre Fortschritte zu erzielen. Wir sind die Brücke zwischen Talent und Unternehmen – unser Feedback kann den Unterschied ausmachen.

Feedback serves as a mirror, reflecting your strengths and weaknesses. Positive feedback highlights areas where you excel, reinforcing your strengths. Constructive criticism points out areas for improvement, revealing potential weaknesses. Embrace both types of feedback for a holistic self-assessment. Regularly seek feedback to identify patterns and track progress in developing strengths or addressing weaknesses. Utilize feedback as a tool for personal and professional growth, adapting your actions accordingly.

Encarar o feedback como uma oportunidade constante de crescimento não ajuda somente a identificar pontos fortes e áreas de melhorias, mas também impulsiona metas profissionais e pessoais de forma eficaz.

One of the most interesting ways of knowing about yourself is to receive feedback. Some of the feedback I got about my facilitation skills helped me to understand about what I brought to the table. It also allowed me to introspect about the combination that worked for me - being articulate, enjoying learning from books and other online formats, relating and connecting the dots for the participants. By staying open and asking for feedback, we allow ourselves to remain life long learners. Critical feedback on the other hand, allows us to work on the rough edges and further improve ourselves. One key aspect is to discern whose feedback you value and who you would like to learn more from.

to follow your implementation of your strategic plan and procedure , feed back will be the first to understand your steps and improvement .