When was the last time you sought feedback from your leader, colleague, significant other, family friend or friend? How often do you invite it? Furthermore, how often do you take it positively in your interest or betterment? Management research has proven that high performing individuals proactively and timely seek feedback to assess how they are performing, to determine the consequences of their actions and modify their behaviors. Here are a few quick tips on how to effectively practice giving and receiving feedback at work. • Full proof backing: Your feedback must be backed by data or patterns of behavior or relevant observation during specific incidents. • Be straight but not blunt. Do not judge or label the person while sharing feedback. Time your feedback by ensuring that both the parties are in the correct frame of mind. • Stand back if faced with resistance: If you experience any conflict of mindset or understanding, it would be wise to step back or reframe the manner in which you are providing feedback to help them understand your perspective. • Be a patient listener: When sharing feedback, it is important to patiently listen the other person with an open mind and not just rush into arguments to defend your stand. • Act on it: Take some visible actions to demonstrate how you have understood and incorporated the feedback received to build trust for future conversations. • Revise your understanding: Summarize the entire conversation in your own words to reframe your comprehensions after the conversation and catch any missing links to avoid any cold feelings later. • Acknowledge the feedback: Thank the individual for taking out time to share his/her inputs and comfort them to repeat this activity more often.

1. ways to silently
out perform @ work
Give multiple Feedbacks
And take one instead…..

2. Full proof backing
Your feedback must be backed by data or
patterns of behavior or relevant observation
during specific incidents.

3. Be straight but not blunt
Do not judge or label the person while sharing feedback.

4. Do not delay
Time your feedback by
ensuring that both the parties
are in the correct frame of
mind.

5. Stand back if faced with resistance
If you experience any conflict of mindsets, reframe the manner in
which you are providing feedback or step back.

6. Be a patient listener
When sharing feedback be calm, cool and don’t just rush into
arguments to defend your stand.

7. Act on it
Demonstrate how you have understood and incorporated the
feedback received to build trust and avoid conflict of interests in
future.

8. Acknowledge the feedback
Thank the individual for taking out time to share his/her inputs
and comfort them to repeat this activity more often.

9. Share with us your ‘Day at work’..
We just might make it better..