MORE IDEAS FROM THE ARTICLE
Consider the source, impact, frequency, and trends of the feedback so that you can make a decision about how you want to incorporate it (or ignore it.)
Remember that you don't have to use every bit of feedback that comes to you.
So if you get some feedback that you don't think is relevant? You don't have to take it in.
"I think that's where we get it wrong, is that we think any bit of information is meaning that we are less than as a person or that we are unworthy or unfit or incapable. When really, feedback is just information, and you have the power to decide what you do with it."
Ask for time if you need it so you can process the feedback you're getting.
And take notes, or ask the other person for notes so that you can revisit the feedback later on.
Check in as the feedback is coming by repeating back and affirming what you've heard.
Active listening gives you a break to process so that you can hear the truth that might be in the feedback without getting so defensive.
The act of giving someone feedback at work can feel terrifying, even though the end result might mean better understanding.
People go into a fight-or-flight mode because they feel they need to protect themselves. There are some ways to give good feedback.
Giving feedback to your employees is good for a number of reasons:
However, invigorating a healthy culture of providing feedback is a task in itself. It can feel intimidating and a lot like criticism but if done correctly, it allows a comfortable environment that is open for discussion.
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. With feedback, we can incorporate outside suggestions and improve accordingly.
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