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How can you develop problem-solving skills in entry-level employees using feedback?

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Problem-solving skills are essential for any employee, especially for entry-level ones who need to adapt to new challenges and learn from their mistakes. However, developing problem-solving skills is not something that happens overnight. It requires practice, guidance, and feedback. In this article, you will learn how you can use feedback to help your entry-level employees improve their problem-solving skills and performance.

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Ion Mirzac
Shiza Nasir

Process Engineering | Project Management
Manish S.

Program Manager-RM at Ericsson

1 What is feedback and why is it important?

Feedback is the information you give to your employees about their work, behavior, or outcomes. It can be positive, negative, or constructive, depending on the purpose and the tone. Feedback is important because it helps your employees understand what they are doing well, what they need to improve, and how they can achieve their goals. Feedback also motivates your employees to keep learning, growing, and solving problems.

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Shiza Nasir

Process Engineering | Project Management
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Every person has originality in a persona of their own. Not all minds think alike. It is very critical for a person to get feedback to make you think about your areas of improvements and maybe encourage you for what you are doing right, and motivate you in the right direction. But it is very necessary to filter the rights and wrongs in a feedback.

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Manish S.

Program Manager-RM at Ericsson
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1.Emphasize learning from mistakes and offer specific feedback on their problem-solving skills. 2.Encourage critical thinking and autonomy. 3.Teach problem-solving techniques. 4.Provide regular, constructive feedback.

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2 How to set clear expectations and goals for problem-solving

Before you give feedback, you need to set clear expectations and goals for problem-solving. This means that you need to define the problem, the desired outcome, the criteria for success, and the deadline. You also need to communicate these expectations and goals to your employees, and make sure they understand them. You can use SMART (Specific, Measurable, Achievable, Relevant, and Time-bound) goals to help your employees focus on the problem-solving process and the results.

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3 How to monitor and evaluate problem-solving performance

To give effective feedback, you need to monitor and evaluate how your employees are solving problems. This means that you need to observe their actions, methods, and results, and compare them to the expectations and goals you set. You also need to collect data and evidence to support your feedback, such as reports, metrics, or feedback from customers or colleagues. You can use tools like checklists, rubrics, or rating scales to help you measure and assess problem-solving performance.

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Shiza Nasir

Process Engineering | Project Management
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Follow a cycle of: Open Communication and Idea Sharing (Discussion) Diversity and Inclusion of Each Member Idea Generation Techniques (Brainstorming) Assign Roles and Responsibilities Collaborative Problem Solving Idea Evaluation Criteria Prioritization (Time and Urgency Matrix) Past Trends and Performance Data Regular Progress Updates Feedback and Reflection Documentation Celebrate Successes and Learn from Failures Continuous Improvement

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4 How to give constructive and timely feedback

To help your employees develop problem-solving skills, you need to give constructive and timely feedback. This means that you need to provide specific, relevant, and actionable suggestions for improvement, and not just praise or criticism. You also need to give feedback as soon as possible, while the problem and the solution are still fresh in your employees' minds. You can use the sandwich method to give feedback, which consists of starting with a positive comment, followed by a constructive comment, and ending with another positive comment.

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5 How to encourage self-reflection and learning from feedback

To make feedback more effective, you need to encourage your employees to self-reflect and learn from it. This means that you need to ask your employees to think about what they did well, what they did wrong, and what they can do better next time. You also need to ask your employees to create an action plan based on the feedback, and to follow up on their progress. You can use questions like "What did you learn from this feedback?" or "How will you apply this feedback to your next problem?" to help your employees self-reflect and learn.

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Shiza Nasir

Process Engineering | Project Management
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Encouragement and feeling appreciated is the true key! Help yourself look better - Schedule regular feedback sessions - Set SMART goals for improvement - Use open-ended questions for reflection - Implement self-assessment tools - Promote journaling and reflection exercises - Provide feedback training - Celebrate mistakes as learning opportunities

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6 How to create a feedback culture in your team

To develop problem-solving skills in your entry-level employees, you need to create a feedback culture in your team. This means that you need to make feedback a regular and expected part of your work, and not a one-time or occasional event. You also need to make feedback a two-way communication, and not a one-way direction. You can use tools like surveys, polls, or feedback forms to collect feedback from your employees, and to give feedback to them. You can also use meetings, workshops, or coaching sessions to share feedback with your team, and to foster a collaborative and supportive environment.

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Shiza Nasir

Process Engineering | Project Management
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Embracing the sandwich approach in feedback is a kind and effective way to promote growth within your team. By leading by example, you set the tone for respectful and constructive communication. Start with positive remarks, offer constructive feedback, and close with more positivity to create a balanced and supportive feedback culture.

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7 Hereâ€™s what else to consider

This is a space to share examples, stories, or insights that donâ€™t fit into any of the previous sections. What else would you like to add?

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Ion Mirzac
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From my experience, the best way to encourage feedback is to start giving feedback. Most of us underestimate the power of 1-to-1 meetings and how important is to give feedback to the team and to hear feedback from the team. Also, we must Listen to the feedback, by ignoring feedback, you devalorize it, you make the person who provides the feedback feel s**ty and he/she will never provide you valuable feedback anymore.

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Problem Solving

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How can you develop problem-solving skills in entry-level employees using feedback?

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2

3

4

5

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1 What is feedback and why is it important?

2 How to set clear expectations and goals for problem-solving

3 How to monitor and evaluate problem-solving performance

4 How to give constructive and timely feedback

5 How to encourage self-reflection and learning from feedback

6 How to create a feedback culture in your team

7 Hereâ€™s what else to consider

Problem Solving

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How can you develop problem-solving skills in entry-level employees using feedback?

1

2

3

4

5

6

7

1 What is feedback and why is it important?

2 How to set clear expectations and goals for problem-solving

3 How to monitor and evaluate problem-solving performance

4 How to give constructive and timely feedback

5 How to encourage self-reflection and learning from feedback

6 How to create a feedback culture in your team

7 Hereâ€™s what else to consider

Problem Solving

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