We all like to hear praise, yet when it comes to constructive comments or criticism – our mood most likely changes. It is not desirable to take any sort of feedback personally, especially at the workplace, even though at times a person’s sense of identity is closely related to their job. Feedback should be taken and understood as a recommendation for the future. It is also important that the supervisor or manager is open to hearing feedback from their employees. That exchange can also provide very useful insights into the effectiveness of a team’s procedures as well as their operational performances.
Feedback as a developmental tool is intended for improving performance, growth and development, it focuses on behaviour, it is concrete and supported by details, and most importantly, it is solution and future oriented. The most effective is descriptive feedback that emphasizes the subjectivity of the evaluation.
With the help of this training, those interested will have the opportunity to learn how to give good feedback to their interlocutor, and in order to give good feedback – also master the skill of receiving feedback. The most important takeaway is that feedback is focused on activities that can bring about the desired results.