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Last updated on 2024年6月8日

Here's how you can make sure your feedback is received positively and drives change.

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Feedback is a crucial tool in any workplace, especially when it comes to administrative assistance, where communication and efficiency are paramount. To ensure your feedback is not only heard but also acted upon, it's important to approach it with a strategy that encourages positive reception and effective change. The key lies in how you deliver your feedback, the timing, the specificity, and your follow-up. By mastering the art of constructive feedback, you can foster an environment of continuous improvement and collaborative success.

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Rafiu Christiana Chiamaka

Organized Virtual Executive Assistant | I Help Overwhelmed founders and Entrepreneurs Like You Save 25+ hours of Their…

1 Timing Matters

Choosing the right moment to give feedback can significantly impact how it's received. You want to provide feedback when the recipient is most receptive. This means avoiding high-stress periods or times when they are preoccupied with other tasks. Ideally, feedback should be given soon after the event you're addressing, so it's fresh and relevant. However, if emotions are running high, it's wise to wait until everyone has had a chance to cool down, ensuring a more rational and productive conversation.

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Caroline Pereira

Analista de pesquisa de bens júnior | Administrativo | Análise de dados | Investiga??o de ativos | Recupera??o de credito
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Colocar todas as "cartas na mesa" atraves de uma comunica??o clara e enriquecedora sobre os impactos negativos e como iremos fazer para melhora-los e os positivos buscando compreender em o que e onde o impacto positivo surtiu efeito para que possa replica-lo no futuro.

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Yvonne Okitikpi

Customer Service Rep | Care Certificates, Inbound Marketing | virtual assistant | Administration assistant
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Timing really matters when giving a feedback. Choosing the right moment to give a feedback can make a big difference on how it's received. Avoid giving feedback during high-stress times or when the person is busy with other tasks. It's best to provide feedback soon after the event so it's fresh and relevant. However, if emotions are high, it's better to wait until everyone has had a chance to calm down. This way, the conversation can be more rational and productive.

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Romell H.

Results-Driven Hospitality Manager | Committed to Operational Success and Guest Delight
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To ensure your feedback is received positively and drives change, frame it with empathy and specificity. Begin by acknowledging the recipient’s strengths and contributions, then provide constructive insights focused on specific behaviours rather than personal attributes. Offer actionable suggestions and express confidence in their ability to improve. By fostering a supportive atmosphere and highlighting mutual goals, your feedback is more likely to be seen as an opportunity for growth rather than criticism.

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Omnia Mustafa Abdo

Quality Control Specialist & Academic Quality Officer @ National University - Sudan | Quality Assurance Specialist | ISO 9001,Quality Control, Business Administration
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To ensure effective feedback: 1. **Specificity is Key:** Offer clear examples to illustrate your points. 2. **Behavior Over Traits:** Discuss actions, not personality. 3. **Stay Positive:** Frame feedback constructively. 4. **Timeliness Matters:** Provide feedback promptly. 5. **Active Listening:** Value the recipient's perspective. 6. **Goal Setting:** Collaborate on actionable steps. 7. **Follow Through:** Check in regularly for progress and support. Following these steps enhances the chances of constructive feedback being well-received and leading to tangible improvements.

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2 Be Specific

Vague feedback can lead to confusion and inaction. To be effective, your feedback should be as specific as possible. Instead of saying "You need to be better organized," provide clear examples of what you mean, such as "I noticed that the last three reports had errors in the data tables. Let's look at a way to double-check these figures before submission." This specificity not only makes the feedback more actionable but also helps the recipient understand exactly what needs to be improved.

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Rafiu Christiana Chiamaka

Organized Virtual Executive Assistant | I Help Overwhelmed founders and Entrepreneurs Like You Save 25+ hours of Their Time Per Week, Stay Organized and Improve Their Well-being.
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I find it helpful to involve the person in finding the solution. Instead of just pointing out the problem, ask for their opinion on how to improve it. By doing so, he/she will feel more motivated to make changes, which in turn will lead to better results and a more cooperative work environment.

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3 Focus on Behavior

Feedback should focus on behaviors and actions, not on personal traits. By concentrating on what can be changed—such as processes, approaches, or habits—you foster a positive atmosphere where constructive criticism is aimed at professional development. For example, instead of critiquing someone's character, you might say, "The way you structured this report made it difficult to extract the key points. Maybe we can work on outlining the main findings more clearly next time."

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Rafiu Christiana Chiamaka

Organized Virtual Executive Assistant | I Help Overwhelmed founders and Entrepreneurs Like You Save 25+ hours of Their Time Per Week, Stay Organized and Improve Their Well-being.
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I also believe in giving feedback immediately when the details are still fresh. Addressing the issues soon after they occur will help the person to remember the context and understand the feedback better. Which will make it easy for the person to correct his/her mistakes quickly and learn from them.

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4 Offer Support

After providing feedback, it's crucial to offer support and resources to help the recipient make the necessary changes. Whether it's additional training, clearer guidelines, or simply your time for further discussion, showing that you're invested in their improvement can motivate them to take your feedback seriously and work on the areas highlighted.

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5 Encourage Dialogue

A one-sided conversation can make feedback feel like a lecture. Encourage a dialogue by asking questions and inviting the recipient to share their perspective. This approach not only helps them feel respected and understood but also provides valuable insights into their thought processes and challenges they may be facing. A dialogue can lead to collaborative solutions that are more likely to be embraced and implemented.

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6 Follow Up

Finally, feedback without follow-up can quickly become forgotten. Set a time to revisit the points discussed to see how things have progressed. This shows that you're serious about seeing change and are willing to acknowledge improvements. It also gives the recipient an opportunity to discuss any obstacles they've encountered and seek further guidance if needed.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Here's how you can make sure your feedback is received positively and drives change.

1

2

3

4

5

6

7

1 Timing Matters

2 Be Specific

3 Focus on Behavior

4 Offer Support

5 Encourage Dialogue

6 Follow Up

7 Here’s what else to consider

Administrative Assistance

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Here's how you can make sure your feedback is received positively and drives change.

1

2

3

4

5

6

7

1 Timing Matters

2 Be Specific

3 Focus on Behavior

4 Offer Support

5 Encourage Dialogue

6 Follow Up

7 Here’s what else to consider

Administrative Assistance

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感谢您的反馈

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