What is feedback?
Have you ever been asked for providing feedback for someone or something? Or, how many times did you want to express your viewpoint? Let us clarify the purpose and the importance of sharing opinion and delivering feedback.
According to Oxford dictionaries “feedback” means Information about reactions to a product, a person’s performance of a task, etc. which is used as a basis for improvement.
The main point here is the word improvement. When we think and talk about people and human behavior, especially in work environment, giving timely and accurate feedback on someone’s actions is the right and shortest direction to continuous personal and professional development. It is important to provide meaningful feedback in order to improve someone’s performance.
The two big questions are when and how to deliver in order to be efficient and to lead to better performance.
Taking time to consider the best way to provide feedback is the first step. Be prepared!
If it was not scheduled in advance and planned for a specific period, the best time is as soon as possible after the situation, project or event. Give it each time you have this chance – both formal and informal.
– when you have the whole picture and the correct information on the subject
– when it is reasonable and the good work or successful projects deserve to be recognised
– when there is a problem, difficult situation or person’s attitude which is affecting in a negative way the culture, the – company or just a colleague
– when you are sure you have all needed information to clarify the situation
– when person could change or control the factors – otherwise there is no point for the recipient
The way feedback is presented can have an impact on how it is received. This means that sometimes even the most well-meaning feedback can come across the wrong way. If it is delivered effectively feedback can inspire and motivate the person to perform better. However, bad feedback can result in demotivation, damage to the relationship and even loss of respect.
Be specific and explain:
– Focus feedback on an important central theme – cover one point at a time.
We have to highlight the importance of details and provide as much information as we have. For example, feedback like “Well done job!” doesn’t tell the person what he did right and doesn’t give any insight into if he did something wrong and how he can do his job better the next time.
-Describe the behavior you observe, not the personality behind it
Explain the consequences of specific behavior for the person, for you and what impact it has on other people/colleagues. Highlight the strong qualities while encouraging the improvement of the less powerful.
-Express approval or admiration of a well-handled job – everybody likes to be praised but when praise is specific it comes across as sincere.
When you are displeased, it is much easier to criticise than it is to understand the other person’s viewpoint. It is frequently easier to find fault than to find praise.
Do not avoid negative feedback but explain it in a well structured and constructive way.
Feedback should serve us for improvement and progress. When you feel strongly about something, it is more difficult to be soft spoken than harsh. But a soft-spoken person encourages the same treatment from others. Drive development and inspire confidence in positive change.
Once you have delivered your viewpoint, how you can measure will it be evaluated as useful feedback for the other person himself?
Search for response feedback. Let the other people talk and explain – they know more about their business than you do – they won’t pay attention to you while they still have a lot to say. Listen patiently and let them express their views. Give the other person time to get used to your ideas rather than attempting to force them to make a quick change. People need time to assimilate anything new or different.
In conclusion, If you want to improve someone`s performance, focus on results and encourage sharing opinions. Giving timely feedback will contribute to achieving better goals. You will probably find it difficult to apply these suggestions all the time, so do not waste time but start.