Here's how you can master the art of giving and receiving feedback in the workplace.

One way to signal that openness is to begin your response with "yes, and" instead of "no, but." It creates positive energy and keeps the conversation going.

Receiving feedback is a crucial part of personal and professional growth. Here are some tips to effectively receive and utilize feedback: 1. Listen Actively: Pay close attention to what is being said without interrupting. Show that you value the feedback by maintaining eye contact and nodding. 2. Stay Open-Minded: Approach feedback with a positive attitude. Even if the feedback is critical, try to see it as an opportunity to improve.

Cultivation of openness may ensured by demonstrating open-mindedness during meetings, discussions and activities. People should feel confident and psychologically safe with contradictory ideas.

To master the art of giving and receiving feedback in the workplace: Be Specific: Provide clear, detailed examples to avoid misunderstandings. Be Timely: Give feedback close to the event when it's fresh and relevant. Use a Positive Tone: Frame feedback constructively, focusing on improvement rather than criticism. Listen Actively: When receiving feedback, listen without interrupting and ask clarifying questions. Stay Objective: Focus on behaviors and outcomes, not personal attributes. Follow Up: Discuss progress and improvements after feedback is given. Create a Safe Environment: Foster a culture where feedback is welcomed and seen as an opportunity for growth. This approach ensures effective and constructive feedback exchanges.

Focar na situação e nas consequências dela auxiliam no processo de feedback mais objetivo e menos pessoalizado. Nos cursos de comunicação e feedback que costumo ministrar sempre apresento a técnica, SCI - situação, comportamento e impacto para melhor exemplificar um feedback que tenha consistência e gere bons resultados. Além disso, é muito importante que, ao final desse processo, na necessidade da criação de um plano de desenvolvimento, que este seja sugerido, pelo menos em sua maioria, pelo profissional que recebe o feedback, para que ele se comprometa com as entregas do plano.

If you have the openness to share feedback openly and it's a common practice, you have the first frame needed. All parts implicated need to share a common vision of feedback as a positive point for development. When providing pieces of feedback, be as observational and as objective as positive: Focus on specific situations and behaviours you have observed, and try to give the feedback as close in time as the behaviour as possible. Also, always try to understand the other person, a good starting point can be pointing out the observed behaviour, and ask about the course of action. If needed, give tips and corrections that you know work and you can back up with experience or data.

Mastering the art of giving and receiving feedback in the workplace involves several key practices. First, ensure feedback is specific, timely, and focused on behaviours rather than personal attributes. Use a constructive approach, highlighting strengths before addressing areas for improvement. When receiving feedback, listen actively without interrupting, show appreciation, and reflect on the information objectively. Engage in regular feedback sessions to foster a culture of continuous improvement. Finally, practice empathy and emotional intelligence to create a supportive environment where feedback is seen as a tool for growth and development, rather than criticism.

Tanto o colaborador quanto o gestor precisam compreender que o feedback não deve gerar tensão. É crucial criar um ambiente propício no qual o colaborador se sinta à vontade para se expressar e receber orientações. Quando o colaborador percebe que o feedback é uma oportunidade de crescimento, não apenas uma repreensão, ele se sente mais inclinado a compartilhar suas dificuldades e habilidades. Em minha experiência, ao longo do tempo, minha equipe passou a aguardar ansiosamente o momento do feedback, mesmo sabendo que às vezes seria necessário abordar questões de forma mais rigorosa. Consequentemente, a equipe sai dessas reuniões não desanimada, mas sim motivada e engajada.

Focus on actions, not personalities. Use "I" statements to explain how a situation affects you. This approach reduces defensiveness and fosters productive conversations. Example: Instead of "You're messy," try I find it difficult to concentrate when my workspace is cluttered.

The best is for them to ask if you want feedback. I’ve had people give feedback right after a speech. I might be interested but I’m not looking to improve or hear anything other than, “You were great.” Remember that when you give feedback- a time and a place. And ask first.

Yo veo una diferencia entre oir y escuchar…oir no necesariamente implica poner atención, sin embargo, escuchar si implica atender. Escuchar a los demás es casi un arte y siempre trae consigo resultados positivos. Recibir “feedback” en cualquier momento me dice que quienes están a mi lado en verdad desean opinar para mejorar ya sea un proceso, un punto de vista, etc. Aquella persona que lidere equipos y no esté dispuesto a escuchar otras opiniones o “feedbacks”, no llegará muy lejos.

Focus on the feedback, not distractions. Ask questions for clarity. Thank them for the opportunity to grow. This shows respect and helps you learn from the feedback.

La escucha activa La escucha activa significa escuchar activamente y con plena conciencia e interés en lo que la persona o personas que tenemos delante nos está transmitiendo. Por tanto, la escucha activa implica nuestro interés por la conversación y por lo el mensaje que nos están trasladando

Receiving a piece of feedback can be a hard pill to swallow, so while giving feedback needs to come close to the action, responding to feedback might require some time to reflect on the feedback received. Don't be hesitate to ask for time to process and think through, and come back to the person to bounce your ideas on how to develop on their tips, ask how they approach similar situations, or even if they have a specific technique. Also remember, feedback is a gift and sometimes, you might not want to take it with you, if that's the case, also say it in a constructive way, it's always possible to say "I appreciate your feedback but I don't think I can make this changes at this moment in time, let's catch up in the future about this topic".

Cuando recibimos comentarios con respecto a aspectos relacionados con el trabajo podemos reaccionar de primer momento con una actitud defensiva si no evaluamos con calma y empatía el punto de vista de la otra persona. Por eso, es importante realizar una pausa, reflexionar y responder de forma constructiva, aportar posibles soluciones e ideas.

Une attitude constructive et ouverte lorsque vous recevez un feedback, en particulier une critique, est une forme d'exemplarité pour vos interlocuteurs.

Quality feedback should be evidence-based, timely, and focusing on impact of a specific behaviour with an intention for the recipient to develop and grow.

Regular feedback sharing is imperative to the success of continuous development of any staff. By practicing it regularly, employees can embrace the challenges and overcome the obstacles faced in their assignments. It is also helpful for Performance Management and Development. If line managers are not practicing it regularly, staff can sometimes stray away from their course and are fearful to call for help. To mitigate this issue, line managers must practice feedback sessions regularly.

Reflect on the feedback. Agree? Show how you'll improve. Disagree? Explain calmly with evidence. Be open to learning and growing.

Mastering feedback takes practice. Start small and focus on specific areas for improvement. Write down your thoughts beforehand to ensure you stay on track. When receiving feedback, listen actively and reflect on it later. View it as a chance to grow, not a personal attack. As you get used to this, feedback becomes a powerful tool for continuous improvement.

Feedback, for most people, is difficult. Think of how we were raised. Feedback was not encouraged by parents, teachers, coaches and other people in authority. In fact, in most cases, feedback was actively discouraged. There are a lot of ways to build towards a feedback culture. Start with acknowledging the elephant in the room. Actually talk about it as opposed to just bringing it up. Fostering feedback starts with trust. When you get feedback, be thankful. Another key is to encourage all feedback. No one improves by only receiving accolades. How can we improve if no one tells us something is not effective?

It involves regular practice and a focus on constructive, measurable input. Consistently integrate feedback regularly , making it a routine part of meetings and reviews . Offering actionable suggestions rather than vague criticisms. Set clear objectives and track progress to ensure feedback leads to tangible improvements. Foster an open dialogue to create a culture where feedback is viewed as a positive tool for growth. Recognize and celebrate progress to motivate ongoing development.

Maintaining privacy in giving and receiving feedback in the workplace is crucial for fostering a trusting environment. This can be achieved through various methods such as using anonymous surveys, which protect the identities of the employees. Additionally, conducting feedback discussions in private settings, like one-on-one meetings in closed offices or secure virtual rooms, ensures confidentiality. For example, a company could implement a secure online feedback tool where employees anonymously submit feedback, which managers then review and discuss individually in private sessions, thereby maintaining the privacy and integrity of the feedback process.

Privacy Matters: Keep sensitive feedback discussions private. Respect boundaries, don't gossip. Focus on growth in a safe space.

Ne dit-on pas (dans la culture française tout au moins) "jamais d'individuel en collectif"? Ne jamais traiter le cas d'un individu devant un groupe.

Ya lo define un refrán que los elogios elogios se hacen en publico y las criticas se realizan en privado. Como comentamos anteriormente eso es lo que debe pasar pero muchas veces cuándo el profesional no esta muy preparado puede cometer errores como estos. Muchas veces el tema es realizar una buena selección de profesionales en la gestion que sepan desempeñar su papel4 como les corresponde y eso evitará ese tipo de fallos que no son culpa de nadie pero pueden hacer sentirse muy mal sl que le toca padecer de un comentario fuera de lugar. Si estas personas que están ocupando los puestos de Gestion estan rigurosamente seleccionadas y bien formadas ayudaremos a que este tipo de situaciones no se den.

In your effort to master the art of giving and receiving feedback, it will be important to set parameters that will help you maintain balance with these efforts. You don’t want people to see you coming and walk in the other direction for fear that they’re on your revolving feedback practice list. After you’ve determined what balance will look like, it will be easier to invite some of your colleagues and friends to become your informal practice partners. Identify those that are also trying to master the art of giving and receiving feedback and collaborate with them to discuss which projects and what timeframe will be best for the mutually beneficial practice sessions.

Feedback should be a source of motivation. The one who is receiving feedback should feel empowered and encouraged to do better and be more mindful of potential mistakes. It’s a psychological game. Carefully pick your words and use an appropriate tone. One bad feedback is enough to make someone’s day worse!

A key element is recognizing that feedback isn't solely focused on areas for improvement. Positive reinforcement is equally crucial. Expressing appreciation for a job well done, like "Jane, your presentation today was well-structured, visually engaging, and delivered with clear communication and timing. Excellent work!," offers several benefits. First, it acknowledges a team member's accomplishments and motivates them to continue excelling. Second, it reinforces the desired behaviors and sets a positive standard for the team. By incorporating specific and sincere positive feedback, you foster a more open and trusting environment, which ultimately makes it easier to deliver constructive feedback when necessary.