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Last updated on 2024年6月24日

Here's how you can maximize the advantages of seeking feedback from your colleagues.

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In the realm of performance management, feedback is a powerful tool. It's a two-way street that not only helps you understand how others perceive your work but also provides insights into areas for improvement. Seeking feedback from colleagues can be immensely beneficial, but it requires a strategic approach to truly maximize its potential. Embrace the process with an open mind, and you'll find that the perspectives of those you work with can help you grow professionally in ways you hadn't anticipated.

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1 Embrace Openness

When you approach your colleagues for feedback, do so with genuine openness and a desire to learn. This means setting aside defensiveness and being ready to listen, even if the feedback is not entirely positive. By demonstrating that you value their opinions and are committed to personal growth, you create an environment where honest and constructive criticism is welcomed. Remember, the goal is to gain insights that will help you improve, so embrace each piece of feedback as an opportunity for development.

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Lynda Yang, SHRM-SCP

Founder @hrmillennium | CPO @Keyo | CHRO @BenedLife | Top 1% @Upwork | Empowering the Next Gen
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THIS. Openness is key to any productive feedback session. Both you and your colleague need to be comfortable with receiving feedback. There's also a foundational level of trust that needs to be present for this to work. Workplaces who foster feedback cultures create support trust building by implementing a formal feedback system, assigning managers to teams and coaching them along the way.

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Tony Ragoonanan

Emotional Intelligence and Performance Management Specialist | Helping businesses to get Organizational Behaviour right | Trainer | Mentor | Founder of V-Formation Training and Development
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Many people struggle with receiving negative feedback but this opens the door to self awareness. With self awareness, we are are to make adjustments to our approach to colleagues. People think that vulnerability is a weakness, when in fact, it is an area of great strength as it drives both trust and psychological safety.

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2 Ask Specifically

To get the most out of the feedback process, be specific about what you're seeking input on. Rather than asking for general comments, guide your colleagues to provide targeted feedback on particular projects, skills, or behaviors. This not only makes it easier for them to give useful insights but also ensures that the feedback you receive is relevant and actionable. Tailoring your requests will help you focus on specific areas for improvement and track your progress over time.

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Lynda Yang, SHRM-SCP

Founder @hrmillennium | CPO @Keyo | CHRO @BenedLife | Top 1% @Upwork | Empowering the Next Gen
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It's easy to get lost in the sea of topics. To get organized, conduct a self-feedback session. From these results, you can divvy up each section into bite-sized feedback sessions. It's also important not to overwhelm your colleague. The best opportunity for this outside of annual reviews is 1-1s. You can include a 'feedback' agenda item during each 1-1 OR dedicate one 1-1 to focusing on feedback for a specific project. The possibilities are endless. Get creative and have fun with it!

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3 Timing Matters

The timing of your request for feedback can greatly influence the quality and relevance of the information you receive. Aim to seek feedback soon after completing a task or project, while the details are still fresh in your colleagues' minds. This immediacy helps ensure that the feedback is specific and tied to recent events, making it more actionable. Additionally, consider the timing from your colleagues' perspective and choose a moment when they can give their full attention to your request.

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Lynda Yang, SHRM-SCP

Founder @hrmillennium | CPO @Keyo | CHRO @BenedLife | Top 1% @Upwork | Empowering the Next Gen
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The feedback period determines the immediacy of the feedback. Feedback sessions covering specific projects or events are best conducted within one week of the event. If possible, I'd recommend grabbing feedback throughout the event/project.

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4 Cultivate Gratitude

Showing appreciation for the feedback you receive is crucial. Regardless of whether it's positive or constructive, thank your colleagues for their time and insights. This not only fosters goodwill but also encourages them to be forthcoming with feedback in the future. Gratitude reinforces a positive feedback culture within your team, where everyone feels valued and heard. It's a simple yet powerful way to build stronger professional relationships.

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Lynda Yang, SHRM-SCP

Founder @hrmillennium | CPO @Keyo | CHRO @BenedLife | Top 1% @Upwork | Empowering the Next Gen
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Gratitude is often shown towards positive feedback. Constructive criticism can be taxing and uncomfortable for both parties. Showing gratitude for this type of feedback acknowledges this reality; making teams feel seen and heard.

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5 Apply Insightfully

Once you've gathered feedback, the next step is to reflect on it and determine how to apply it to your work. Prioritize the most critical areas for improvement and develop a plan of action. Be realistic about what you can achieve and set clear, measurable goals for yourself. Applying feedback effectively involves both addressing shortcomings and leveraging your strengths. By doing so, you demonstrate that you take your colleagues' input seriously and are committed to continuous improvement.

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Lynda Yang, SHRM-SCP

Founder @hrmillennium | CPO @Keyo | CHRO @BenedLife | Top 1% @Upwork | Empowering the Next Gen
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This is where the magic happens. (1) Think back to the reason you requested feedback. Use this as your guiding light for your plan of action. (2) Carefully analyze the feedback and identify similarities, anomalies, and insights you found interesting. (3) Find pockets of times or dates you can realistically dedicate towards your goal. You know yourself best; be real with what will work and what won't. (4) Follow the plan. (5) Adapt as necessary.

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6 Follow Up

Finally, closing the loop by following up with your colleagues is essential. Share the changes you've implemented based on their feedback and seek additional comments to ensure you're on the right track. This not only shows that you value their input but also keeps the lines of communication open for ongoing improvement. Regular follow-ups help create a dynamic and supportive work environment where feedback is an integral part of everyone's growth.

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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 maximize the advantages of seeking feedback from your colleagues.

1

2

3

4

5

6

7

1 Embrace Openness

2 Ask Specifically

3 Timing Matters

4 Cultivate Gratitude

5 Apply Insightfully

6 Follow Up

7 Here’s what else to consider

Performance Management

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Here's how you can maximize the advantages of seeking feedback from your colleagues.

1

2

3

4

5

6

7

1 Embrace Openness

2 Ask Specifically

3 Timing Matters

4 Cultivate Gratitude

5 Apply Insightfully

6 Follow Up

7 Here’s what else to consider

Performance Management

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感谢您的反馈

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