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Examples of Constructive Feedback in the Workplace

Examples of Constructive Feedback in the Workplace | Feedback Mechanism | Scoop.it
Giving feedback in the workplace can be a touchy situation, sometimes exacerbated by insensitive supervisors and unreceptive employees. For maximum effectiveness, feedback should be constructive ...
Claudia DeSalvo's insight:

How do you feel about getting feedback? Scared? Maybe a little upset? Following the tips on constructive feedback in this article can prevent all those bad feelings that come from a regular feedback session.

 

The line between being constructive and criticizing things is very thin. The supervisor should act as a coach using more questions than bluntly pointing out issues and leaving it at that. According to the article, "A coaching approach can also help foster an atmosphere of trust and mutual respect, leading to a healthy and productive relationship."

 

After the employee knows about the problem, the focus should be turned onto how to fix it and alter their approach to the work that will lead to the desired result.

 

"Seeking permission from the employee before offering feedback can "soften the blow" and help prepare the recipient by making her aware that the supervisor is about to offer some constructive advice."

I believe that asking before giving feedback would be a lot better for both the supervisor and the employee, as they would both be ready and hurt feelings would be easier to avoid.

 

The supervisor is not the only one who needs to strive for a successful feedback session. The employee must keep an open mind and be sure that they understand the next actions they must take. Without the mutual effort, things may not go as well as the may have.

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AlGonzalezinfo's curator insight, August 6, 2013 6:03 PM

 Excellent scoop Claudia.  The reason I am adding the image above to this scoop is that feedback is very, very tricky.  While we may have the best intentions, the effort can back fire and set a relationship back. 

 

This article is very helpful and I especially like the coaching and asking for permission concepts. We need to study articles like these and prepare carefully in order to increase our chances of delivering feedback that serves.

 

~  Thank you for your wonderful insight!

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Show You Care: Four must-have strategies to build feedback channels in your organization

Show You Care: Four must-have strategies to build feedback channels in your organization | Feedback Mechanism | Scoop.it
Great leadership and employee engagement: Four must-have strategies to build feedback channels in your organization
Claudia DeSalvo's insight:

Communication is key, especially when it comes to giving feedback. Talking at people isn't as effective as taking the time to build a structure for relationships.

 

Understanding is a must, especially when it comes to building trust and engagement. Do your employees know what they need to do to be successful? Giving them adequate resources is a crucial part in ensuring top quality results from them. The article gives a good question to ask yourself:


“What is the most important thing these employees want to know, what is the best way to encourage dialogue and how would they be most comfortable sharing input?”

 

After taking the employees into consideration, think of good ways to get them to share their ideas. This will be an opening for formal[printed] and informal[a quick convo] feedback. The feedback should be respected by both parties, and should be responded to in a timely manner. This makes it so that the employee feels valued. After exchanging feedback, you should continue regularly sharing ideas. Communication is best when its two-way.

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AlGonzalezinfo's curator insight, August 19, 2013 6:40 AM

Great scoop Claudia.  The only thing I would add to the article is that the supervisor should ensure to request additional feedback from her/his direct reports, in addition to getting feedback from established organiazation channels like suggestion boxes, etc.  

 

The reason this is so important is becuase direct report have great specific insight that can help the supervisor learn even more from the feedback.  

 

Frrom the article:

 

Act on feedback – Highly engaged employees are enthused about their organization and believe they can positively influence its success. Acting on employee feedback and highlighting the impact employees make is a strong engagement builder. Be sure that all employees know how their colleagues’ suggestions or ideas are being implemented.


Regularly sharing results and requesting additional feedback creates predictable, consistent two-way communication that encourages employees to take ownership and understand their ideas are valued by the organization. 

Scott Span, MSOD's curator insight, August 20, 2013 9:58 AM

What strategies would you add? 

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Accepting_Negative_Feedback_in_the_Workplace.pdf

Claudia DeSalvo's insight:

This pdf has amazing tips on how to accept negative feedback. It directs you to try and stay calm, take deep breaths, etc. I believe it would be helpful in any workplace scenario.

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Examples of Constructive Feedback in the Workplace

Examples of Constructive Feedback in the Workplace | Feedback Mechanism | Scoop.it
Giving feedback in the workplace can be a touchy situation, sometimes exacerbated by insensitive supervisors and unreceptive employees. For maximum effectiveness, feedback should be constructive ...
Claudia DeSalvo's insight:

How do you feel about getting feedback? Scared? Maybe a little upset? Following the tips on constructive feedback in this article can prevent all those bad feelings that come from a regular feedback session.

 

The line between being constructive and criticizing things is very thin. The supervisor should act as a coach using more questions than bluntly pointing out issues and leaving it at that. According to the article, "A coaching approach can also help foster an atmosphere of trust and mutual respect, leading to a healthy and productive relationship."

 

After the employee knows about the problem, the focus should be turned onto how to fix it and alter their approach to the work that will lead to the desired result.

 

"Seeking permission from the employee before offering feedback can "soften the blow" and help prepare the recipient by making her aware that the supervisor is about to offer some constructive advice."

I believe that asking before giving feedback would be a lot better for both the supervisor and the employee, as they would both be ready and hurt feelings would be easier to avoid.

 

The supervisor is not the only one who needs to strive for a successful feedback session. The employee must keep an open mind and be sure that they understand the next actions they must take. Without the mutual effort, things may not go as well as the may have.

more...
AlGonzalezinfo's curator insight, August 6, 2013 6:03 PM

 Excellent scoop Claudia.  The reason I am adding the image above to this scoop is that feedback is very, very tricky.  While we may have the best intentions, the effort can back fire and set a relationship back. 

 

This article is very helpful and I especially like the coaching and asking for permission concepts. We need to study articles like these and prepare carefully in order to increase our chances of delivering feedback that serves.

 

~  Thank you for your wonderful insight!