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Last updated on 2024年7月11日

Here's how you can gather valuable feedback from peers and colleagues in a professional setting.

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Gathering feedback from peers and colleagues is essential for personal and professional growth, especially in a dynamic workplace where culture change is ongoing. Feedback can provide you with insights into your performance, help you understand how others perceive your work, and guide you in making necessary adjustments. However, soliciting and receiving feedback can be challenging. It requires creating an environment of trust where colleagues feel comfortable sharing their honest opinions. By approaching feedback with an open mind and a willingness to learn, you can gain valuable insights that contribute to your development and the overall culture of collaboration and continuous improvement in your organization.

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Natalie Lewis

HR, strategy & people specialist | Culture change expert | Eliminating toxicity, inspiring leadership, transforming…

1 Create Trust

Building a foundation of trust is crucial for a feedback-rich environment. To gather valuable feedback, ensure that your peers and colleagues feel safe to express their thoughts without fear of repercussions. Demonstrate that you value their opinions by showing appreciation for their input and by being receptive to their perspectives. When trust is established, colleagues are more likely to provide honest and constructive feedback that can lead to meaningful improvements.

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Natalie Lewis

HR, strategy & people specialist | Culture change expert | Eliminating toxicity, inspiring leadership, transforming teams | No-nonsense, unconventional approach | Championing neurospicy leaders | ADHD superpowers
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Creating a foundation of trust is essential for open and honest feedback. Demonstrate consistency, reliability, and confidentiality in your interactions. In my experience, when colleagues feel secure that their feedback will be used constructively and not held against them, they are more likely to share genuine insights.

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2 Ask Specifically

When seeking feedback, be specific about the areas you want to improve. Vague requests can lead to generic responses that aren't very helpful. Instead, pinpoint particular skills or projects you're working on and ask for targeted insights. This not only makes it easier for your peers to provide useful feedback but also shows that you're actively engaged in your professional development.

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Natalie Lewis

HR, strategy & people specialist | Culture change expert | Eliminating toxicity, inspiring leadership, transforming teams | No-nonsense, unconventional approach | Championing neurospicy leaders | ADHD superpowers
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To gather actionable feedback, be specific in your requests. Instead of asking for general feedback, pinpoint particular areas where you seek improvement or confirmation. For example, you might ask, “How do you think I handled the presentation in terms of engaging the audience?” This clarity helps peers provide focused and useful insights.

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3 Timing Matters

Choosing the right moment to ask for feedback is as important as the feedback itself. Avoid times of high stress or tight deadlines, as this may not yield the most thoughtful responses. Instead, opt for a calm moment when your colleagues can give their full attention to your request. Additionally, regular feedback sessions can become a part of the culture, making the process feel more natural and expected.

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Natalie Lewis

HR, strategy & people specialist | Culture change expert | Eliminating toxicity, inspiring leadership, transforming teams | No-nonsense, unconventional approach | Championing neurospicy leaders | ADHD superpowers
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Choosing the right time to ask for feedback is crucial. Avoid times of high stress or tight deadlines, as you may not get thoughtful responses. Ideally, request feedback soon after a specific event or during a calm period. This ensures that the details are fresh and the atmosphere is conducive to reflective thinking.

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4 Listen Actively

Active listening is vital when receiving feedback. Show that you are engaged by maintaining eye contact, nodding, and asking clarifying questions. Resist the urge to defend yourself or explain away criticism; instead, focus on understanding the perspective being offered. This respectful approach encourages more open dialogue and can lead to more insightful feedback in the future.

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Natalie Lewis

HR, strategy & people specialist | Culture change expert | Eliminating toxicity, inspiring leadership, transforming teams | No-nonsense, unconventional approach | Championing neurospicy leaders | ADHD superpowers
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When receiving feedback, it’s important to listen actively. Show that you value the feedback by maintaining eye contact, nodding, and not interrupting. Ask clarifying questions if necessary. This respectful listening reassures your peers that their input is appreciated and taken seriously, which can encourage more frequent and helpful feedback in the future.

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5 Reflect and Act

After receiving feedback, take time to reflect on what has been said. Consider the validity of the points raised and how they can be applied to foster personal and professional growth. Acting on feedback demonstrates to your peers that you take their input seriously and are committed to continuous improvement, further encouraging a culture of open communication and mutual support.

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Natalie Lewis

HR, strategy & people specialist | Culture change expert | Eliminating toxicity, inspiring leadership, transforming teams | No-nonsense, unconventional approach | Championing neurospicy leaders | ADHD superpowers
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Reflect on the feedback received and act on it. Analyse the input to identify common themes or areas for improvement. Let your colleagues know how you plan to implement their suggestions. This not only shows that you take their feedback seriously but also that you are committed to continuous personal and professional development. Regularly updating peers on your progress can further strengthen trust and encourage a culture of constructive feedback within your team.

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Emmanuel Mas

? Co-fondateur La Boétie Partners ? J'aide les dirigeants à s'aligner │ Moments Collectifs ? Diagnostic Partagé ? Décisions structurantes │ 450+ interventions ? Auteur du livre "Chercher les bonnes raisons"
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It could also be usefull to explain why you decided not not follow an advice. It will show respect an seriousness and encourage your colleagues to keep feeding you !

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6 Follow Up

Following up after implementing changes based on feedback is a step often overlooked. Circle back with those who offered their insights to show the impact of their suggestions. This not only reinforces the value of their input but also encourages a continuous feedback loop. It shows that you're not just collecting feedback but are genuinely interested in making improvements based on it.

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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 gather valuable feedback from peers and colleagues in a professional setting.

1

2

3

4

5

6

7

1 Create Trust

2 Ask Specifically

3 Timing Matters

4 Listen Actively

5 Reflect and Act

6 Follow Up

7 Here’s what else to consider

Culture Change

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Here's how you can gather valuable feedback from peers and colleagues in a professional setting.

1

2

3

4

5

6

7

1 Create Trust

2 Ask Specifically

3 Timing Matters

4 Listen Actively

5 Reflect and Act

6 Follow Up

7 Here’s what else to consider

Culture Change

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感谢您的反馈

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