What is feedback, and what are its types?
Feedback is a statement of what your supervisor, manager, or coworker thinks of your performance or productivity. All jobs, training programs, and education require feedback. It is through feedback that you can recognize your strengths, weaknesses, and areas for improvement so that you can reach your full potential. It is possible to provide formal or informal feedback. An example of this would be a teacher who critiques a student's essay and suggests ways to improve it. Training programs and jobs generally provide feedback in a formal manner. Providing feedback in a positive manner will promote communication if it is done properly. Those who do not receive feedback have a difficult time determining what they are doing wrong or what needs to be improved.
Feedback comes in two forms: positive and negative. Positive feedback is generally appreciated by people. Having your performance praised is a natural human trait. You can feel rewarded after putting a lot of effort into a task or project when you receive positive feedback. However, negative feedback is also an essential part of learning, as it can create tension and disappointment but also offer opportunities for improvement. Often, no feedback results in frustration and decreased productivity, which is the worst-case scenario. Managers, supervisors, leaders, and trainers who do not provide feedback may also appear inattentive or lacking in leadership skills.
A supervisor, teacher, or industry expert who has expertise in a particular area should provide feedback. These valuable sources of constructive feedback can significantly improve competence, skills, behavior, and confidence. As a result of constructive negative feedback, one can become a better person, a better student, and a more productive employee. Critiques should ideally be offered by someone who is qualified to offer them. Negative feedback from many people could cause confusion and send a mixed message. The best critiques are offered by people who are qualified to do so. There could be confusion and mixed messages if many people give negative feedback.
It is never a good idea to provide negative feedback in front of a group. The humiliation will not only lead to resentment, grudges, and bitterness but also to more negative consequences. One-on-one feedback is the best way to provide negative feedback.
Negative feedback works best when given immediately after the event. In the case of an argument between an employee and their supervisor, the employee should receive immediate feedback on their inappropriate behavior. It becomes less urgent or important to correct a mistake if you offer feedback weeks or months later. If you receive feedback right away, it will be fresh in your mind, and you will be able to use it more effectively.
How to Process and Deal with Negative Feedback?
When you first hear it, negative feedback and criticism come as a bit of a shock. How you react to it from the inside and on the outside is what really matters. Are you going to blame everyone else for your faults? Or are you going to hold yourself accountable for the mistakes you have been making and show real commitment and dedication to improve and fix these mistakes? That’s the main idea here. Let’s mention a few steps that can help you make the most of this situation.
1. First of All, Remember that it’s Nothing Personal:
Many people make this mistake and take the criticism way too hard and get offended and sometimes start a beef with the person that gave the negative but constructive criticism. This is a deadly mistake that you should avoid because not only do you throw away an opportunity to learn and evolve, but also you come off as immature and unaccountable in your workplace. Take it easy, it’s not personal, it’s just business.
2. Remember that Everyone Makes Mistakes, Even Your Boss:
You see that person over there who has just told you how bad your work is? They have faced the same kind of criticism from their boss over and over until they were good enough to be the one who gives the feedback. It’s ok; you have to make mistakes, hear negative feedback, and be criticized by your employers in order to become better at what you do. If you never make mistakes, that means there is something wrong.
3. Ask Questions to Clarify The Situation to Yourself Better:
The critic won't see the changes they expect if the recipient receives vague feedback. The recipient doesn't know what to do with such vague feedback. It is important to understand the critic's true intent before accepting feedback. Whenever something is unclear, ask questions to clarify what specifically you can do to resolve the problem. You would be surprised at how encouraging that is to critics.
4. Ask for Feedback Yourself Every Now and Then:
Asking for honest feedback from others in your life allows you to become more comfortable with constructive criticism. Furthermore, if you ask for feedback more often, you'll receive it in smaller, more manageable portions. You may receive many criticisms from your boss if you only receive feedback once a year during your annual review. When your boss reviews your performance once a year, he might not have much new feedback to offer if you check in quarterly.
5. Determine The Type of Feedback You’re Getting:
Make sure you internalize constructive feedback but be careful not to internalize destructive feedback. When it comes to criticism, how can you tell them apart? There is only one purpose of constructive criticism: it creates positive change, gives specific suggestions on how to improve, and is based on clear and good intentions. However, someone who gives destructive criticism might not provide a reason for their criticism and might use demeaning language. When you face destructive criticism, don’t let it get to your head as it comes solely out of hate.
Finally:
Getting out of your comfort zone to get feedback from people around you that will help you pinpoint your mistakes, fix them, and improve yourself as an individual, an employee, and a team player is the greatest and healthiest example of getting out of your comfort zone for your own personal good.
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