This document discusses how to encourage a feedback culture in the workplace. It defines feedback as information provided about an individual's performance that can be used to improve. Feedback is important for personal and professional development as it helps people identify their strengths and weaknesses and understand how their actions impact others. There are different types of feedback and it should be given regularly to promote individual, team, and organizational development. When giving feedback, it is important to be timely, specific, balanced, and actionable in order to help the recipient improve constructively.

1. Give and Receive the Feedback
PRESENTED BY : MD PERWEZ ALAM
Encouraging a feedback culture in your workplace

2. Introduction
Essential aspect of personal and professional development.
Feedback is the process of providing individuals with information about
their performance or behavior, which can be used to improve future
performance.
It helps individuals identify their strengths and weaknesses, understand
how their behavior and actions impact others.

4. What is Feedback?

5. Types of Feedback

6. The Purpose of Feedback
Feedback can be used in a variety of contexts, including:
1. Personal development
2. Professional development
3. Team development
4. Evaluation
• The purpose of feedback is not to criticize or judge, but rather to provide
constructive criticism and guidance.
• It is important that feedback is delivered in a respectful and supportive way, with
the intention of helping the individual improve and grow

7. The Importance of
Feedback

8. Principle of Feedback

9. Balancing Positive and
Constructive Feedback
• What type of Feedback are you
better at giving?(Positive or
Constructive)?
• Why do you think this is the
case?
• Why should you balance Positive
and constructive Feedback?

10. Feedback Loop

11. Feedback Sandwich

13. Why feedback is important for
personal and professional growth
1. Identifying areas for improvement.
2. Learning from mistakes.
3. Increasing self-awareness.
4. Building relationships.
5. Enhancing performance.

14. Characteristics of giving
effective feedback
Timely
• Feedback should be given as soon as possible after the event or behavior has occurred.
• Delayed feedback may not be as effective.
Specific
• Feedback should be specific and targeted towards the behavior or action being evaluated. V
• ague or general feedback is not helpful and can be confusing.
Actionable
• Feedback should provide actionable steps that the individual can take to improve their performance.
Balanced
• Feedback should be balanced, highlighting both strengths and areas for improvement.
• This helps to motivate and encourage individuals to continue doing what they are doing well, also address the
areas that need improvement.

15. How to Give and Receive the
Feedback
Give the Feedback
Be specific and objective about the
behavior or action.
Use "I" statements to avoid sounding
accusatory.
Focus on the behavior
Provide suggestions
Receive the Feedback
Listen actively and without judgment.
Seek clarification if necessary.
Reflect on the feedback before
responding.
Thank the person for their feedback.

16. Effective feedback helps us improve. Johari
Window, which describes 4 parts of our self-
awareness:
1. Open What we know about ourselves, and
is also known by others.
2. Blindspot What we don’t know about
ourselves, but is known by others
3. Hidden What we know about ourselves,
but is not known by others.
4. Unknown What we don’t know about
ourselves, and is not known by others.

17. Qualities of Effective
Feedback
7 Qualities
of Effective
Feedback
Kind
Timely
Specific Positive
Honest
Brief
Useful

18. Benefits of Giving and
Receiving Feedback

19. Feedback Reality VS
Perceptions
• Most people really want to know
how they are doing.
• They want to know if other people
like what they are doing.
• They also want to know if something
could be done more effectively or if
boundaries are being overstepped.

20. Feedback Strategies

23. Do’s and Don’ts of
Feedback

24. THANK YOU