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Giving and Receiving Feedback (NVQ Business and Administration)

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Giving and Receiving Feedback

Feedback is a really important part of professional development; giving, getting, and facilitating feedback with my team are all opportunities for continuous growth and improvement. I'm responsible for setting an example for the group and creating an environment of trust that makes it okay to share feedback—and showing how to strike a balance between praise and suggestions for improvement.

Feedback Should Be Day-to-Day

Feedback has to be integrated into the day-to-day activities of every team member in the team. For that to occur, I will have to create a structure for people to follow to integrate feedback. I have to make sure that feedback follows 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.

Receiving Feedback

Receiving feedback well is a skill that has to be developed. And while it's not always easy, it's a vital strength to bring to a team.

How to Handle Negative Feedback

I try my best not to react if I hear something negative. It can be hard, but I stay silent, listen to the person giving feedback, and voice my thoughts or opinions if I have any. I do not take negative feedback personally because everyone has flaws—and one piece of negative feedback does not mean that everything I do is wrong; it's just that bit that I have to improve. 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 they're 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 unsure of anything during a feedback session, I clarify it by asking questions, so 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.

What I've Learned About Feedback

  • Listen, 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.

This article is accurate and true to the best of the author’s knowledge. Content is for informational or entertainment purposes only and does not substitute for personal counsel or professional advice in business, financial, legal, or technical matters.


livingsta (author) from United Kingdom on January 12, 2013:

Thank you so much Teaches12345 :-)

Dianna Mendez on January 11, 2013:

This is college course material and very much what one needs to do in order to effectively communicate. Well done.