Giving and Receiving Feedback (NVQ Business and Administration)
Feedback is a really important part of professional development. Sharing feedback with my team, having them give each other feedback, or getting feedback from the team are all good opportunities for team members and myself to continuously improve and for me to grow in my team.
I will have to set the example for the team and create an environment of trust that makes it okay to share feedback. I should provide my team with a balance of positive feedback and feedback for improvement and receive them too.
Giving and Receiving Feedback
Feedback has to be integrated into the day to day activities of every team member in the team. In order for that to take place I will have to create a structure for people to follow in order to integrate feedback. I have to make sure that feedbacks follow a particular structure or model. Positive feedback should be given based on what was good and why it was good, and why the person giving feedback thought it was good. Negative feedback given to improve a person’s work pattern should also say what was wrong, why it was wrong and why the person giving feedback thought it was wrong. So both types of feedback follow the same model. Feedback gives every team member to improve their skills and performances and helps them grow, and helps the team grow thereby helping the organisation grow.
When receiving feedback, I try my best not to react on hearing negative feedback. It can be hard, but I stay silent, and listen to what the person giving feedback has to say, and voice my thoughts or opinions if I have any. I do not take negative feedback personally, because everyone has flaws, and one piece negative feedback does not mean that all that I do is wrong. It is just that bit that I have to improve, so I take it as advice from an experienced person, and use it to improve my performance.
I say “Thank you” to the person giving me feedback, because the person giving me feedback is doing me good by stopping me from committing the same errors in the future. It also acknowledges the effort the person has taken to give me feedback.
If I am not sure of anything during a feedback session, I clarify it by asking questions, so that I understand completely what I did wrong and when I did it. I will also know how it affected other people and the team. I will know I have listened to the person and am making efforts to rectify my mistakes.
If I just receive feedback without any suggestions for improvement, I ask the person giving feedback for suggestions for alternative ways of working for improvement. After receiving feedback, I reflect on it and plan on what steps I need to take to implement them.
In general, I have learned to
- Listen, to understand and be receptive.
- Seek clarification, if appropriate.
- Ask for examples of my errors.
- Avoid trying to justify my mistakes.
- Respect the other person's experience.
- Think about the feedback, and what, if anything I intend to do with it.
- Acknowledge and thank the person for the feedback.
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