Post by shuklarani41423 on Nov 9, 2024 0:15:19 GMT -5
Even experts find it difficult to objectively evaluate their results. The reasons are different: some are prone to impostor syndrome, while others tend to overestimate their own performance. To understand how well you are coping with tasks and what you still need to work on, you need feedback. In this article, we will tell you how to perceive feedback from colleagues and how to correctly comment on the work of others.
Feedback is often associated with criticism, but in practice, such feedback is not limited to just comments or praise. Simply put, it is information about how well an employee performs their tasks and what exactly they need to improve.
How to take comments from colleagues
Asking for feedback is a powerful way to advance your career. But it’s important to be able to take any feedback in stride so you can benefit from it. Here are some tips on how to prepare.
Be open and take your colleagues' comments as help and on page seo serviceQ an opportunity to improve your performance. Even if you receive only comments, there are good intentions behind them.
Remember that it is not you personally who is being assessed, but your work. This will make it much easier to accept criticism.
Clarify points you disagree with. Don't argue if the comments seem biased. It's better to calmly clarify why your colleague has formed such an opinion, and also explain your position and provide arguments. In any case, be grateful to the person for the comments.
Treat feedback as a tool that allows you to look at your tasks from the outside, hear fresh ideas and improve blind spots. From any comments, even negative ones, you can extract useful information for yourself and apply it in your work.
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How to give feedback
There are several myths associated with reviews, for example, that praise makes employees relax and they start working worse. Or another misconception - specialists try not to comment on the tasks of others because they are afraid to offend. But in fact, by pointing out strengths, we increase a person's motivation, and criticism helps to see areas for growth. Let's look at the basic principles.
Adapt feedback to each employee. For example, if a specialist works a lot and is very tired, start with praise.
Assess a person's actions, not their personal qualities - "You didn't take into account the composition. What kind of designer are you?" or "In my opinion, this task should be completed in the following way...".
Instead of general phrases, formulate specific comments - “Bad presentation, it would be better to completely redo it” or “You structured the information in the presentation well, but I would recommend redoing slides 5, 7 and 12, because they only show graphs without conclusions.”
Pay attention not only to the problem, but also to the cause - "You were so unsure when speaking to clients that they are unlikely to want to work with us" or "I noticed that you were nervous during your presentation. This could have created the feeling that you are not confident in your words. I suggest this solution - next time we rehearse your presentation together so that you feel more confident during the defense."
It is better to criticize in person, without outsiders, but you can praise in front of other colleagues.
We asked Maria Gladysheva, a super finalist of the first season of “ Leaders of Russia ” and a trainer of the “Senezh” Management Workshop project, to tell us about the feedback .
"I adhere to one unspoken rule: "Praise publicly, scold privately." You shouldn't give negative feedback in front of everyone, unless, of course, some exceptional situation has occurred. I will give several universal methods that will help you correctly point out mistakes and motivate the employee to work better.
The sandwich method - first you need to highlight the positive aspects of the work, then point out the weak points and end the conversation on a positive note.
Herzberg's Two-Factor Theory of Motivation - Give feedback individually, linking comments to a motivation factor. For example, professional growth, responsibility, interest in a common cause, success, public recognition, official position.
OMRA technique is suitable for detailed analysis of a specific situation. Let's consider each step using an example.
Observation - a specialist developed a project and came to the manager to approve it.
Motivation - what problems does the project need to solve? What research was used to develop the ideas?
Result: does the finished project match the manager’s expectations?
Actions: finalize the project using other sources.
You can't just cut off the shoulder or allow the same mistakes to be made over and over again, which can lead to serious consequences. For this, I suggest the following gradation, depending on whether an action is happening for the first time or is repeated frequently:
Observer is the first level at which you need to point out a mistake to an employee, tell him what the result should look like, and ask him to finalize the task.
Sandwich - if an employee makes the same mistake again, start the conversation with a positive attitude and then move on to criticism.
Anchoring - if the first two methods did not work, then it is worth identifying the problem, providing evidence of the need to resolve the situation, talking about the consequences and agreeing that this will not happen again.
The point of no return is the final warning when the question of dismissal is raised.
Feedback is often associated with criticism, but in practice, such feedback is not limited to just comments or praise. Simply put, it is information about how well an employee performs their tasks and what exactly they need to improve.
How to take comments from colleagues
Asking for feedback is a powerful way to advance your career. But it’s important to be able to take any feedback in stride so you can benefit from it. Here are some tips on how to prepare.
Be open and take your colleagues' comments as help and on page seo serviceQ an opportunity to improve your performance. Even if you receive only comments, there are good intentions behind them.
Remember that it is not you personally who is being assessed, but your work. This will make it much easier to accept criticism.
Clarify points you disagree with. Don't argue if the comments seem biased. It's better to calmly clarify why your colleague has formed such an opinion, and also explain your position and provide arguments. In any case, be grateful to the person for the comments.
Treat feedback as a tool that allows you to look at your tasks from the outside, hear fresh ideas and improve blind spots. From any comments, even negative ones, you can extract useful information for yourself and apply it in your work.
Take online courses for free
and discover new opportunities
Start studying
How to give feedback
There are several myths associated with reviews, for example, that praise makes employees relax and they start working worse. Or another misconception - specialists try not to comment on the tasks of others because they are afraid to offend. But in fact, by pointing out strengths, we increase a person's motivation, and criticism helps to see areas for growth. Let's look at the basic principles.
Adapt feedback to each employee. For example, if a specialist works a lot and is very tired, start with praise.
Assess a person's actions, not their personal qualities - "You didn't take into account the composition. What kind of designer are you?" or "In my opinion, this task should be completed in the following way...".
Instead of general phrases, formulate specific comments - “Bad presentation, it would be better to completely redo it” or “You structured the information in the presentation well, but I would recommend redoing slides 5, 7 and 12, because they only show graphs without conclusions.”
Pay attention not only to the problem, but also to the cause - "You were so unsure when speaking to clients that they are unlikely to want to work with us" or "I noticed that you were nervous during your presentation. This could have created the feeling that you are not confident in your words. I suggest this solution - next time we rehearse your presentation together so that you feel more confident during the defense."
It is better to criticize in person, without outsiders, but you can praise in front of other colleagues.
We asked Maria Gladysheva, a super finalist of the first season of “ Leaders of Russia ” and a trainer of the “Senezh” Management Workshop project, to tell us about the feedback .
"I adhere to one unspoken rule: "Praise publicly, scold privately." You shouldn't give negative feedback in front of everyone, unless, of course, some exceptional situation has occurred. I will give several universal methods that will help you correctly point out mistakes and motivate the employee to work better.
The sandwich method - first you need to highlight the positive aspects of the work, then point out the weak points and end the conversation on a positive note.
Herzberg's Two-Factor Theory of Motivation - Give feedback individually, linking comments to a motivation factor. For example, professional growth, responsibility, interest in a common cause, success, public recognition, official position.
OMRA technique is suitable for detailed analysis of a specific situation. Let's consider each step using an example.
Observation - a specialist developed a project and came to the manager to approve it.
Motivation - what problems does the project need to solve? What research was used to develop the ideas?
Result: does the finished project match the manager’s expectations?
Actions: finalize the project using other sources.
You can't just cut off the shoulder or allow the same mistakes to be made over and over again, which can lead to serious consequences. For this, I suggest the following gradation, depending on whether an action is happening for the first time or is repeated frequently:
Observer is the first level at which you need to point out a mistake to an employee, tell him what the result should look like, and ask him to finalize the task.
Sandwich - if an employee makes the same mistake again, start the conversation with a positive attitude and then move on to criticism.
Anchoring - if the first two methods did not work, then it is worth identifying the problem, providing evidence of the need to resolve the situation, talking about the consequences and agreeing that this will not happen again.
The point of no return is the final warning when the question of dismissal is raised.