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Giving Constructive Feedback: The Ultimate Guide

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https://www.jotform.com/constructive-feedback-guide/

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Giving Constructive Feedback: The Ultimate Guide
Without feedback, growth - both personally and professionally - would be difficult. Colleagues wouldn't know how to better contribute to the team. Salespeople wouldn't hone their selling skills and increase their close rates. Managers wouldn't improve their leadership skills. People need feedbac...

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Feedback

Feedback

Feedback provides an opportunity to gain insights about a person's personal and professional actions.
Without feedback, we will move in the same direction without realizing our shortcomings. ...

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Types of feedback

  • Positive vs. negative. Positive feedback confirms that someone is taking good action, while negative feedback shows what actions need to be corrected.
  • Formal...

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Effective feedback

Effective feedback is:
  • Objective. Don't let your personal feelings get in the way.
  • Timely. Feedback should follow when the event is s...

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Peer feedback

It can be difficult to let a coworker know they've done something wrong. It is generally best to give constructive feedback directly and in private.

  • Give feedback in the moment....

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Employee feedback

It is essential to identify the employee's strengths, weaknesses, and potential trouble areas to give an idea of how to provide positive and critical feedback, and to what extent.

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Customer feedback

Customer feedback is essential to improving your business. You'll not only figure out how to improve your offerings but also get insights on ways to communicate the value of your product better and...

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How to get customer feedback

  • When asking for customer reviews, make the process simple, and provide clear instructions.
  • Explain to your customers why you're asking for feedback.
  • Time yo...

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Customer feedback questions

  • How happy are you with our services? Provide some sliding scale (1 to 10) or a simple choice option, such as happy or unhappy.
  • What can we do bett...

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Different styles of feedback

  • Real-time feedback.
  • Performance feedback. It is more formal because it tends to be scheduled and covers positive and constructive evaluation.
  • ...

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SIMILAR ARTICLES & IDEAS:

The "why" of feedback

The purpose of giving feedback is to improve the situation or the person's performance. You won't accomplish that by being harsh, critical or offensive.

You'll likely get much more fro...

Timing of the feedback

The closer to the event you address the issue, the better. 

And it's much easier to provide feedback about a single, one-hour job that hasn't been done properly than it is to do so about a whole year of failed, one-hour jobs.

But if the situation involved is highly emotional, wait until everyone has calmed down before you engage in feedback

Make it regular

Informal, simple feedback should be given much more often than this – perhaps every week or even every day, depending on the situation.

It's not a once-a-year or a once-every-three-month event. Though this may be the timing of formal feedback.

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Benefits of workplace collaboration

Employees can share resources, swap perspectives, and boost each other’s creativity.

Collaboration allows us to capitalize on the collective knowledge and expertise of our people, whil...

Downsides of collaboration

Collaborations can be unproductive, time-wasting, and a strain on top employees.

Collaborative organizational structure can drain people’s time and resources, wherein employees are “emailed to death and meetinged to death."

For effective collaboration...

... (or delegation), it helps to know where everyone’s expertise lies. 

Make sure your employees get to know each other, whether that happens through group lunches, coffee breaks, or informal social events. This also builds trust — a vital element for successful collaboration.

One on one meetings

...are held between a team leader and team member

They are conversations that usually last no longer than 10 to 30 minutes where they discuss what is going well and what needs t...

A recommended agenda

Most effective one on one meetings typically last about 30 minutes:

  • 10 minutes for the direct report from the employee;
  • 10 minutes for the manager’s remarks and messages, and;
  • 10 minutes for the employee and manager to draw a way forward.

Objectives of effective 1:1 meetings

  • find out about the employee’s current emotional state.
  • track the status of the employee’s performance and how their goals are coming along.
  • learn if there are any obstacles in the way to the employee’s goals.
  • discuss specific issues – either the employee’s, the manager’s, or both.
  • get honest value-added feedback from the employee.
  • provide an opportunity for the manager to coach the employee.
  • share formal and informal information about the team and company as a whole.

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