People at the receiving end often panic at the first thought of receiving feedback. I could only imagine how fainthearted overly anxious people handle feedback sessions.<\/p>\n\n\n\n
These fears are not vague.<\/p>\n\n\n\n
Feedback horror stories are real.<\/p>\n\n\n\n
Maybe, for this very reason, it becomes critically important for all of us to work on the art of giving & receiving \u201ceffective feedback<\/strong>\u201d. <\/p>\n\n\n\n When I say \u201call of us\u201d<\/em>, I mean all of us<\/em>, not just managers.<\/p>\n\n\n\n Effective feedback can help individuals skyrocket their performance, improve personal bonds with their peers, boost confidence, and whatnot. The ripples of this \u2018effective feedback<\/strong>\u2019 culture would also positively reflect on the organization\u2019s growth curve.<\/p>\n\n\n\n Read this insight<\/strong> to discover the gaps\/loopholes in how you give and receive feedback, and then bridge this gap with corrective measures.<\/p>\n\n\n\n Get better at WHAT<\/em> you do, by tweaking the HOW.<\/em><\/strong><\/p>\n<\/blockquote>\n\n\n\n Well, feedback is extremely important to keep the team thriving. The minute a team stops learning, it stops growing. Innovation takes a back seat. There is absolute stagnancy in the team. And as you would know, stagnancy stings<\/em>. <\/p>\n\n\n\n To keep your team excited and confident, you must explore a few effective feedback hacks<\/strong> to incorporate in your org culture.<\/p>\n\n\n\n A robust effective feedback culture can spell magic for an organization, and its employees. <\/p>\n\n\n\n Without honest, constructive, and corrective feedback, it\u2019s highly possible that an individual\u2019s performance will tank over time. An individual might get stuck in an echo chamber of his\/her own head, caught in the web of their own thoughts. The problem with echo chambers is that one doesn\u2019t get to filter the self-bias. As a result, one may fail to identify behavioral, attitude, and technical aspects of their personality\/skills which may need improvement. An absence of effective feedback could be scary. It could mean slow or even no growth at all.<\/p>\n\n\n\n Besides, <\/strong>to summarize<\/em><\/strong>, here\u2019s why you must have an <\/strong>effective feedback<\/strong> culture in your org:<\/strong><\/p>\n\n\n\n Read the insight on workplace conflict resolution<\/a>.<\/p>\n\n\n\n Before<\/strong> we even get into how to give feedback, it\u2019s important to know when<\/strong> to give feedback. The feedback process involves emotion, strong ones. And so, the timing & delivery is critical. <\/p>\n\n\n\n You would want to maximize the positive impact of your feedback. <\/p>\n\n\n\n Of course, a majority of companies hop onto the feedback process during annual performance reviews and appraisal cycles. <\/p>\n\n\n\n But feedback is not meant to be occasional. <\/p>\n\n\n\n Would you not be freaked out and panic if you learn that your team has only got negative feedback for you, and the appraisal you were waiting for so long is going to get further delayed and you can\u2019t do anything about it? What if you had received quarterly, monthly, or bi-weekly feedback? Wouldn\u2019t you have taken corrective measures as soon as you learnt about your shortcomings? Wouldn\u2019t you be growing continuously? I can hear you screaming \u201cYESSSS\u201d. <\/p>\n\n\n\n That\u2019s why feedback is most effective when it\u2019s a continuous process<\/em><\/strong>. <\/p>\n\n\n\n A simple feedback is meant to serve a larger purpose \u2013 growth<\/em><\/strong>. <\/p>\n\n\n\n Here are some of the most appropriate times when you can consider to give a feedback to your peer:<\/strong><\/p>\n\n\n\n Arghh!! Have you ever said something which was terribly timed, and you regretted it later? I\u2019m sure you have definitely laughed at occasions where you were not supposed to. We all have done that, haven\u2019t we? Everything has the right timing, and wrong as well. Knowing when to give feedback is smart, and knowing when not to give feedback is lit.<\/em> As much as you should learn about giving effective feedback, you must also learn to repress your feedback giving urges. Good feedback at the wrong time does more harm than good.<\/p>\n\n\n\n Here are a few high-level situations where it makes sense to avoid giving feedback:<\/strong><\/p>\n\n\n\n Now that we know the \u201cWhy<\/strong>\u201d and \u201cWhen<\/strong>\u201d, it\u2019s time for the \u201cHow<\/strong>\u201d. <\/p>\n\n\n\n Sandwiching is a common mistake in feedback sessions. We tend to mix negative\/corrective feedback between appreciative compliments. You should avoid this. Instead, be authentic. There is absolutely no need for: <\/p>\n\n\n\n \u201cHey Shilpa, guess what you\u2019re doing amazing work. You\u2019ve been exceptional on that e-commerce project. <\/em><\/p>\n\n\n\n But you know, something was not right in this edTech app that you designed. I think you\u2019re not into it. <\/em><\/p>\n\n\n\n But hey, again, you\u2019ve been brilliant all throughout in other projects.<\/em>\u201d <\/p>\n\n\n\n The appreciation here feels more like a lie than the truth, and may make the person doubt their good work as well. Instead, be appreciative towards the individual as and when you spot an opportunity. And keep the negative feedback isolated for specific sessions. This way, at least the recipient won\u2019t doubt the praises, and may give more attention to the suggested corrective feedback.<\/p>\n\n\n\n Here are a few other tips to give effective feedback that does not create a sense of threat and promotes positive growth:<\/p>\n\n\n\n <\/p>\n\n\n\n The fear of criticism or being told about a flaw isn\u2019t easy nor natural for us to accept, but it\u2019s something that we can train ourselves to embrace. <\/p>\n\n\n\n Here are a few tips that might help you in being better at receiving feedback<\/strong> :<\/p>\n\n\n\n At Codewave<\/a>, from the very beginning, we have a flat org design. This naturally solves a lot of feedback issues for us. On top of this, we have a continuous feedback culture, and it is one of the most critical pillars of our org. It does magic for us. While it isn\u2019t easy to either give feedback or receive it, once you too realize the positive impact it can bring to you and your team, I bet it will change your mind. <\/p>\n\n\n\n Make peer feedback a culture in your teams to foster a growth first culture and to establish a highly transparent and happy work environment. <\/p>\n\n\n\n The ability to be vulnerable, to listen, to accept flaws and above all the ability to work on self to get better is such sheer bliss. <\/p>\n\n\n\n Join Codewave to experience it. Look for available positions on your LinkedIn page<\/a>, or drop a resume to hello@codewave.com<\/a><\/p>\n\n\n\n Keep smiling <\/strong><\/p>\n\n\n\n Effective feedback is specific, timely, and actionable. To give effective feedback, first make sure you understand the situation and the person’s perspective. Then, clearly and concisely state the specific behavior or action that needs improvement. Provide specific examples to support your feedback. Also, make sure to focus on the behavior and not the person. Lastly, provide suggestions for improvement and offer support to help the person implement the change. It is also helpful to give feedback in a timely manner, as it will be more effective when it is still fresh in the person’s mind and they are more likely to be able to take action on it.<\/p>\n<\/div><\/details><\/div>\n\n\n\n An organization’s culture can support the implementation of effective feedback systems by promoting open communication and a growth mindset. This can be achieved by encouraging employees to give and receive feedback regularly, and by creating a safe and non-punitive environment in which feedback is viewed as a valuable tool for personal and professional development. Additionally, providing training and resources to help employees give and receive feedback effectively can help to ensure that feedback is constructive and actionable. Finally, involving employees in the design and implementation of feedback systems, and ensuring that feedback is integrated into performance evaluations and other key processes can help to ensure that feedback is seen as a critical component of the organization’s culture and operations.<\/p>\n<\/div><\/details><\/div>\n\n\n\n It is best to avoid giving feedback to peers when the situation is not safe or appropriate. For example, if the feedback could lead to a conflict or could be perceived as unprofessional, it may be best to wait until a later time or to address the issue with a manager or HR representative instead. Additionally, it’s important to consider the timing, context, and relationship before giving feedback to peers.<\/p>\n<\/div><\/details><\/div>\n\n\n\n\n
Should we care, giving candid feedback<\/span>?<\/strong><\/h2>\n\n\n\n
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When to give effective feedback<\/span>?<\/strong><\/h2>\n\n\n\n
![\"\"\/](\"https:\/\/res.cloudinary.com\/codewavetechnologies\/image\/upload\/v1655800690\/effective-feedback-at-workplace\/continuous_feedback_peerly.png\")
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When not to give feedback?<\/strong><\/h2>\n\n\n\n
![\"\"\/](\"https:\/\/res.cloudinary.com\/codewavetechnologies\/image\/upload\/v1655800690\/effective-feedback-at-workplace\/effective_feedback_at_workplace_vulnerable_peer.jpg\")
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How<\/span> to give effective feedback?<\/strong><\/h2>\n\n\n\n
![\"\"\/](\"https:\/\/res.cloudinary.com\/codewavetechnologies\/image\/upload\/v1655821920\/effective-feedback-at-workplace\/effective_feedback_at_workplace_during_performance_review_2.jpg\")
![\"\"\/](\"https:\/\/res.cloudinary.com\/codewavetechnologies\/image\/upload\/v1655821919\/effective-feedback-at-workplace\/effective_feedback_at_workplace_during_performance_review.jpg\")
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How to be receptive <\/span>to the feedback given to you?<\/strong><\/h2>\n\n\n\n
![\"\"\/](\"https:\/\/res.cloudinary.com\/codewavetechnologies\/image\/upload\/v1655821919\/effective-feedback-at-workplace\/effective_feedback_at_workplace_during_performance_review_1.jpg\")
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To sum it all up!<\/strong><\/h2>\n\n\n\n
![\"\"\/](\"https:\/\/res.cloudinary.com\/codewavetechnologies\/image\/upload\/v1655800691\/effective-feedback-at-workplace\/peerly-effective-feedback.png\")
Frequently Asked Questions(FAQs)<\/h2>\n\n\n\n
1. How do you give effective feedback?<\/strong><\/strong><\/summary>
2. How can an organization’s culture support the implementation of effective feedback systems?<\/strong><\/strong><\/summary>
3. When to avoid giving feedback to peers?<\/strong><\/strong><\/summary>