Dear Friends,
Plz, go through this article. After I started the implementation of it I have got excellent feedback from my superiors and employees..
Regards,
Shailendra
Giving And Receiving Feedback
Principle for giving feedback
1. Provide feedback based on previously agreed upon goals, standards, or expectations.
2. Give feedback only when you are sure that the other person is ready to hear it. If people are not ready to hear what you are going to say, they are not likely to learn as much. Hence, before giving feedback, check the readiness of other person for it.
3. Give others option to state what they would like feedback on. This helps others to select areas of their interest / performance and it also makes the feedback process more collaborative.
4. Focus on specific behaviors when providing feedback. Feedback is easily misunderstood or distorted.
5. Feedback should be specific enough when it allows the other person to pan what he or she has to do in future. Don’t give feedback in “BUNCH”. Give some time for others to implement.
6. Try not to evaluate while giving feedback. It means focus on person’s behavior rather than personality.
7. Use a frame of reference, especially when making comparisons.
8. Provide feedback as soon as possible.
9. Give positive feedback frequently. Even negative feedback is called for; consider preceding it with something positive.
Important Note: - :shock: Don’t assume that people have “MAGIC WAND” in their hands, hence, give ample time (or discuss with that person the time limit) to make changes in his or her behavior / actions.
Principle of asking for feedback
1. Set the stage for requesting feedback. Let the other person know that you requested his or her opinion and how it would be helpful for you to make any decision. If possible, meet the other person in quite and pleasant atmosphere.
2. Request feedback on specific strengths and weaknesses / actions. Keep the other person honest by asking for specific examples of what you did well and not so well. Keep the discussions focused on specific topic.
3. Ask people to use a frame of reference when giving feedback. Ask the other person to compare your performance to that of others.
4. Request feedback based on previously agreed upon standards, goals, or expectations.
5. Actively listen what is being said. Summarize and validate the feedback in addition to asking questions. Let the other person know you really care by listening intently to what is being spoken.
6. Specify next step. End the conversation by thinking of few changes you are able to make in your future actions or behaviors. This tells the other person that you value what was said.
Important Note: - :shock: Don’t be in haste while receiving feedback. Each and every time you won’t get POSITIVE feedback only. Let the person frame his or her words.
MOST IMPOTRANT POINT: - While giving or receiving feedback; behave like an EDUCATED Person. In simple words, it means don’t argue. Because most of the people think that while giving or receiving feedback, they have contradict the statements of others by giving examples of past actions / reactions. But in reality try to avoid this.
Plz, go through this article. After I started the implementation of it I have got excellent feedback from my superiors and employees..
Regards,
Shailendra
Giving And Receiving Feedback
Principle for giving feedback
1. Provide feedback based on previously agreed upon goals, standards, or expectations.
2. Give feedback only when you are sure that the other person is ready to hear it. If people are not ready to hear what you are going to say, they are not likely to learn as much. Hence, before giving feedback, check the readiness of other person for it.
3. Give others option to state what they would like feedback on. This helps others to select areas of their interest / performance and it also makes the feedback process more collaborative.
4. Focus on specific behaviors when providing feedback. Feedback is easily misunderstood or distorted.
5. Feedback should be specific enough when it allows the other person to pan what he or she has to do in future. Don’t give feedback in “BUNCH”. Give some time for others to implement.
6. Try not to evaluate while giving feedback. It means focus on person’s behavior rather than personality.
7. Use a frame of reference, especially when making comparisons.
8. Provide feedback as soon as possible.
9. Give positive feedback frequently. Even negative feedback is called for; consider preceding it with something positive.
Important Note: - :shock: Don’t assume that people have “MAGIC WAND” in their hands, hence, give ample time (or discuss with that person the time limit) to make changes in his or her behavior / actions.
Principle of asking for feedback
1. Set the stage for requesting feedback. Let the other person know that you requested his or her opinion and how it would be helpful for you to make any decision. If possible, meet the other person in quite and pleasant atmosphere.
2. Request feedback on specific strengths and weaknesses / actions. Keep the other person honest by asking for specific examples of what you did well and not so well. Keep the discussions focused on specific topic.
3. Ask people to use a frame of reference when giving feedback. Ask the other person to compare your performance to that of others.
4. Request feedback based on previously agreed upon standards, goals, or expectations.
5. Actively listen what is being said. Summarize and validate the feedback in addition to asking questions. Let the other person know you really care by listening intently to what is being spoken.
6. Specify next step. End the conversation by thinking of few changes you are able to make in your future actions or behaviors. This tells the other person that you value what was said.
Important Note: - :shock: Don’t be in haste while receiving feedback. Each and every time you won’t get POSITIVE feedback only. Let the person frame his or her words.
MOST IMPOTRANT POINT: - While giving or receiving feedback; behave like an EDUCATED Person. In simple words, it means don’t argue. Because most of the people think that while giving or receiving feedback, they have contradict the statements of others by giving examples of past actions / reactions. But in reality try to avoid this.