If you try to coax feedback out of your colleagues before they’re ready, you probably won’t get very far.Your colleagues need to know you’ll not only listen to their feedback with an open mind, but that you’ll take that advice to heart, as well. You should know what motivates them and how their performance can be improved to the fullest efficiency.All in One Personal Development Bundle (40+ Courses)While giving a feedback, make it systematic.
It didn’t take long before the rest of the team caught on and began giving me feedback as well.Prove to your colleagues you’re a genuine listener, and you’ll begin building a strong foundation of trust that will enable honest feedback in the office.Sometimes, people just need a little taste before they get an appetite. “Wounds from a friend can be trusted” (Proverbs 27:6), but they are still wounds, and require us to swallow our pride and take the feedback as kindness. Feedback can be both positive and negative. Seems innocent enough, right? Most of the positive feedback people get at work really isn’t feedback at all.
Once again, focus on understanding the feedback you are receiving, not on your next response. I think we’re entering an era of workplace productivity where feedback will be the killer “hack”. I started by giving him my full attention every time he spoke to me about anything. You should avoid doing through the messenger process. Tell him about his positive assets and how they can be helpful to him.Therefore we can say that feedback is a way to express ones observations and thoughts to ones employees and colleagues. Tell the person where they are having issues, clarifying why it’s a problem when necessary.
These observations should be factual and non judgemental.When you want to give a feedback to a person, make it a point to give the feedback face to face, or in the presence of the person. Take credit for your mistakes and motivate your employees to develop a positive growth mindset, teach them how to take in negative feedback and transform them into ways to improve oneself and excel in ones work.One might feel telling people that doing an excellent job is easy, but the fact is that most of the people do not know how to give helpful, genuine and constructive feedbacksIf your organisation is big and you cannot be available for observing the behaviour and performance of your employees, develop a positive feedback system to gather information on the performance of your employees and colleagues. Giving feedback to one’s colleagues and employees provide insight into their performance. It will be useless. Negative feedback cannot be done away with, but one needs to follow it up at regular intervals, so that positive outcome is reached.When giving a feedback, give objective, and forward moving feedbacks, which will inspires and motivates the person to perform better. And report the observation at an actual level and not as a behaviour attribute. 49 Best Quotes on Feedback. Employee’s behaviour, attitude and performance. Encourage your employees to praise their co=workers, subordinates and also their superiors. THE CERTIFICATION NAMES ARE THE TRADEMARKS OF THEIR RESPECTIVE OWNERS.Always remember to thank the person for his efforts and attitude, and let him know that you would expect the same type of dedication, motivation and positive performance from him in the future also.Prepare well before giving a feedback. In my case, Melissa takes no pleasure in combing through my sermons looking for weakness. Tell what you have noticed and not what you think. They should be as close to the performance time as possible.
And the best part is, you’ll never even have to ask “how am I doing?”Several years ago, I had started a new job in a slightly different capacity, and I really wanted to ace the learning curve—which meant I needed every bit of feedback I could get. But, it was what he did afterward that always convinced me to keep sharing. Say something like, “We’re making a company-wide shift to more detailed proposals, so we’ll need to see some expansion in a few … Tell the person what he/she did that requires appreciation. Make them feel that you are also there to help and guide to success.Always make sure that you convey the observations and not what you interpret.
The feedbacks should be work related, and should elaborate the on the job behaviour and performance of the employees. Part of what makes others trust you enough to be honest is knowing you’ll do the same for them.The first thing you need to know about soliciting genuine feedback is that it’s not a quick fix. This increases loyalty and motivation of that particular person and he thrives to perform more efficiently.