How can you balance feedback to maintain motivation?

3 How to give feedback effectively

When you give feedback to others, you should aim to help them improve and grow, not to discourage or offend them. To do this effectively, it's important to be specific and clear while avoiding generalizations, judgments, or assumptions. You should also provide examples and data to support your feedback. Additionally, it's essential to be timely and relevant by giving feedback as soon as possible after the performance or behavior, while it is still fresh and meaningful. Furthermore, strive to be balanced and constructive by including both positive and negative aspects of the performance or behavior. Furthermore, be respectful and empathetic by considering the feelings, needs, and preferences of the person. Use a friendly and supportive tone while expressing your appreciation and confidence in the person. Lastly, provide suggestions and resources for improvement as well as acknowledge the efforts and achievements of the person.

4 How to receive feedback effectively

When receiving feedback from others, it is important to learn and benefit from it, rather than resist or reject it. To do this, you need to adopt positive attitudes and behaviors such as being open and curious. Welcome feedback as a chance to improve and grow, not as a failure. Ask for feedback often and from diverse perspectives. Additionally, be attentive and receptive to the feedback without interrupting or defending yourself. Show interest and respect for the feedback giver, and ask questions to gain further understanding. Reflect on the feedback objectively and decide what actions you will take based on it. Communicate these actions to the feedback giver, follow up on them, and monitor your progress.

5 How to balance feedback and motivation

To balance feedback and motivation, you need to be aware of your own and others' feedback preferences and styles, and adapt your feedback accordingly. Some people prefer more positive feedback, while others prefer more negative feedback. Some people prefer more direct feedback, while others prefer more indirect feedback. Some people prefer more frequent feedback, while others prefer more occasional feedback. You can use tools such as the Feedback Orientation Scale (FOS) or the Feedback Style Inventory (FSI) to assess your own and others' feedback preferences and styles, and to adjust your feedback delivery and reception to match them. By balancing feedback and motivation, you can enhance your interpersonal communication skills, and foster a culture of learning and improvement in yourself and others.

6 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?