How can feedback improve communication and reduce conflicts in the workplace?

Feedback is one of the crucial aspects in terms of corporate travel. As it the allows travel desk to assess the quality of travel services, identify areas for improvement, and ensure the satisfaction and safety that all our travelers while traveling for business. As travelers are different based over their requirements and gathering and acting on feedback can lead to more efficient and cost-effective travel programs. At ADL, customer feedback has helped to improve our support and service level in the travel desk.

Feedback should be purposeful. This is key – only provide feedback on areas that are truly worth developing. Before you deliver suggestions or constructive criticism, ask yourself, what's the purpose of this information? Is it relevant here? Could it make a difference in their performance or ability to reach their goals? Secondarily, explain to the employee why developing in that area is so important and how it’ll help them accomplish their goals. WIP. Better than yesterday.

Feedback is a form of data that should inform direction. Many times, we don’t see it like that. If we see constructive feedback or positive feedback as data, then we can understand the role that that data can play in helping us make better decisions and moves.

Feedback is an art, and should be taken seriously if we want to impact positively the life and journey of others. I like think of feedback as a friendly conversation where there is opportunity to share, to grow, to listen and to be listened to. Without the formalism, this process should be a safe space for all the parts involved, and the results must be always beneficial for the participants.

In my experience, feedback serves as a fundamental tool to enhance workplace communication and mitigate conflicts. An example of this is when a manager provides constructive feedback to an employee about their communication style during team meetings. By pointing out specific areas for improvement, the employee can adjust their approach, leading to more effective interactions and reduced tensions within the team. I agree, but it's important to note that the effectiveness of feedback depends on how it's delivered. Feedback should be constructive, specific, and delivered with empathy and respect. When done correctly, it has the potential to transform workplace dynamics positively.

Feedback is important because it facilitates individual learning and growth as well as organizational improvements. "Learning from your mistakes" is how we improve the quality of our work, and anytime a project falls short of expectations, it should be viewed as an opportunity to improve. By learning from others or taking time to reflect on a process that did not meet a goal, we can be deliberate about avoiding the same pitfall in the future. Approach feedback as a constructive dialogue or problem-solving exercise: ask what the other person felt could have gone better, what additional resources were needed, or any inefficiencies in how a project was designed; then, give your perspective on how things could be improved for future iterations.

In short, feedback is the bridge that connects effort with outcome, intention with perception, and individual growth with organizational success. It's crucial in professional settings because it promotes continuous improvement, provides clarity, and can boost motivation and foster open communication on any team. I've found that it especially plays an important role in ensuring adaptability and accountability in virtual environments.

In my experience, feedback is vital in the workplace for several reasons: An example of this is when a team member receives feedback on a project. This feedback not only helps them understand where they excelled but also highlights areas where they can improve. As a result, they can make necessary adjustments and contribute more effectively to the team's success. I agree, but it's essential to emphasize that feedback isn't limited to individual development. It also plays a crucial role in fostering a culture of continuous improvement, aligning goals, and enhancing collaboration, ultimately benefiting the organization as a whole.

The biggest benefit of feedback is the chance it gives for change, improvement and consolidation. We can change the things that are bad, improve on the things that could be better and consolidate the things being done well

In my experience, feedback can only be a positive even if it requires us to do better or different. We often have blindspots that we cannot see without the feedback that comes from those on the outside. Accept all or some of it and you will automatically be better off.

In my experience, giving feedback effectively involves the following principles: An example of this is when a manager provides feedback to an employee by using specific examples of their performance, focusing on behaviors rather than personal attributes. This constructive approach helps the employee understand how to improve without feeling attacked. I agree, but it's also important to consider the timing and setting for feedback. Providing feedback in a private and timely manner, while also being receptive to the recipient's perspective, can enhance its effectiveness and promote a positive response.

Radical candor doesn't start at the speaker's mouth, it begins at the listener's ears. Radical candor is a dialogue, not a monologue. When giving feedback, meet the recipient where they are and remember that each person receives positivity and criticism in different ratios.

In my experience, it is better to give feedback when someone calls on us to do so. Unsolicited feedback is not always welcome. To make it ok to provide that feedback, ask the other person whether they are open to receive it. If they are not open to it, then they will not receive it and act upon it.

Knowing how to give and receive feedback during conflict situations is a very important skill. When employees handle feedback effectively, it can foster a culture where disagreements are handled openly and directly. Communicating honestly, while also being sensitive, is key.

There are number of approaches I Follow : Provide relevant evidences ,facts , consequences & listen to him and then ask for what action would he change ? Second : I first comments on positive character trait of person and then comment on Positive behaviour then behaviour specifically which require focus to change like e.g: You are honest and responsible person and I like the way you show transparency in your reporting and If you also engage others in conversation more it will give perception towards you a strong team player. Third : During Coaching clients , I use reflective question oriented approach for feedback like “ What made you good in this project ? What could have been improved? What change would you make next time?

In my experience, the best way to receive feedback is to decode (or reflect on) what you hear for as long as you need to decide what you might do about what you heard. It would be prudent to ask clarifying questions before decoding to be sure you understand their feedback completely.

My favourite way is thinking of feedback as a gift, and if I don't like the gift, I can still say "thank you" and then throw it away. It frees me from thinking that I always have to act on the feedback I receive. As Marshall Goldsmith says, "Treat every piece of advice as a gift, a compliment, and simply say, “Thank you.” No one expects you to act on every piece of advice."

In my experience, receiving feedback effectively involves the following principles: An example of this is when an employee receives feedback from their supervisor. Instead of becoming defensive, the employee actively listens to the feedback, asks clarifying questions, and expresses gratitude for the input. They then take the feedback as an opportunity for growth and improvement. I agree, but it's important to remember that receiving feedback is a skill that can be developed over time. Being open to feedback and viewing it as a valuable source of information can lead to personal and professional development. Additionally, seeking feedback proactively can also be beneficial in understanding one's strengths and areas for improvement.

In my experience with receiving feedback effectively, the first step is to listen actively without becoming defensive or taking any negative feedback personally. That's often a lot easier said than done! If you're able to, ask clarifying questions for better understanding (this isn't always something that can be done if the feedback is coming from an anonymous survey, for example), and just reflect on the feedback for a bit of time without rushing to judgment. Use the feedback as a tool for personal and professional growth. I've learned that ALL feedback is an opportunity to take accountability, learn what works and what doesn't, and find out where there is room for improvement.

It is important to ask open-ended questions in difficult conversations or conversations that involve feedback challenges, but have you ever thought about why? It is because improving communication and collaborating on solutions involves both parties. In order to listen and respond with empathy, provide support, and encourage involvement and commitment, these conversations need to be dialogues, not monologues. Open-ended questions are a great way to get that dialogue started.

An example of this is when a team faces resistance from a colleague who is reluctant to accept feedback. Instead of escalating the situation, the team takes a patient and empathetic approach, offering the feedback in a constructive and non-judgmental manner, while also providing support and resources to help the individual address the issues. I agree, but it's essential to recognize that addressing feedback challenges may require patience, active listening, and flexibility in your approach. It's also beneficial to seek guidance or mediation when necessary to navigate particularly challenging situations and ensure that feedback is a constructive and positive force within the team or organization.

Handling feedback challenges can be a crucial skill in any professional setting. One thing I found helpful is to approach feedback with an open mind and a willingness to learn. Actually, I disagree with avoiding negative feedback altogether, as it can provide valuable insights for personal growth. An example I've seen is a colleague who received critical feedback on a project. Instead of getting defensive, they took it as an opportunity to discuss improvements and ultimately delivered a much stronger outcome. Embrace feedback as a chance to grow, manage your emotions, and use techniques like the DESC model to navigate challenging situations. It's about turning feedback challenges into opportunities for personal & professional development.

I would recommend making a habit of asking for feedback proactively and from people we value. While we do that, we also may explicitly state that we are asking for feedback because we value their opinion, and this will, at the same time, strengthen our relationship and make it more likely that we ask for our feedback in turn.

Fostering a psychologically safe environment is critical for receiving and giving effective feedback. In environments with low psychological safety, team members may be concerned that they will be perceived as ignorant or incompetent if they speak out, question something, or share an idea. In contrast, in an environment with high psychological safety, team members feel confident that they can speak up, question and share ideas without embarrassment or punishment. Research also indicates that employees are more likely to share and benefit from a greater diversity of ideas, generate higher revenues and be rated as effective more often, in psychologically safe teams.

Help coach individuals to think and reflect about the way they are perceived by others. Give them the space to become confident in how they want to ‘arrive’ at work. This includes allowing others the freedom and autonomy to decide what feedback they want to take on and to respect those individuals that decide being put into a ‘box’ is not necessarily something they may want. Everyone should have the freedom to bring their style, presence and attitude to work and sometimes just because you receive ‘feedback’ doesn’t mean you need to take action on it! You control you…. You create the person you want to be….. Sometimes the issue can be the environment!

When done correctly, feedback can help teams align their goals and expectations, address problems before they become larger issues, and foster a collaborative and supportive environment. By taking the time to regularly share feedback with teammates, you can avoid misunderstandings, address concerns, and build trust, resulting in a more positive and productive workplace. By giving and receiving feedback in an open and constructive manner, you can help create a culture of collaboration and growth in the workplace, where conflicts are minimal and communication flows smoothly. Ultimately, feedback is a powerful tool that can help teams achieve their goals and foster a positive and productive work environment.