Wanting to improve your feedback or feedback can be done for several reasons: involve and lead to excellence, identify ways of progress and improve performance, nurture a permanent exchange, in both directions, a dialogue that creates trust and frankness. 1 – Know how to give constructive feedback It is not simply a matter of simply wanting to provide feedback, but above all that it be constructive, understandable and accepted. For this you must: give your feedback in “one-to-one”: some remarks can be taken badly, it is better not that your collaborator feels humiliated. One of the basics therefore remains to do it in private or one-on-one to avoid prying ears, show consideration and specify your intentions.
Controlling the Impact of Your Message
It is not a question of your employee feeling judged and stressed and that you have a condescending tone. For example. For your message to go well. Try to be in the “here and now”. You must remain as factual as possible and not express an opinion at all costs. If it is rather negative. Always end with a Jamaica phone number list positive because it must also say what is going well. Your feedback to be audible must be as adapted as possible to the person to whom you are giving it. Some people are very sensitive and this must be taken into account. The objective of the feedback and to set up an action plan with a positive dialogue. Keep this in mind throughout the interview. 2 – Avoid certain pitfalls harmful to your feedback After having given the basics to give feedback as it should.
All the Same Conversely Some Pitfalls to Avoid
Give feedback only when there is a problem. Give indirect feedback by e-mail or telephone. Not be direct. Deliver mixed or confusing messages. Not taking responsibility for their feedback. Feelings and reactions. And quoting a third person “He said you should have…”. Re-use “old problems or Fresco Data subjects”. Criticize without proposing or giving suggestions for improvement. Not following up on post-feedback actions. 3 – How to receive feedback? It is human to remain on guard when receiving feedback at least because the one who receives it always fears being criticized. It is precisely here that you have to open up and succeed in dissociating your identity from your professional behavior to eliminate any susceptibility.
