Feedback is essential for your professional growth and development, but it can also be challenging to receive and act on it. How can you effectively receive feedback from your manager and use it to improve your performance and skills? Here are some tips to help you prepare, listen, and respond to feedback in a constructive way.
Before you receive feedback from your manager, make sure you have a clear understanding of what they expect from you, how they will evaluate your work, and how often they will provide feedback. This will help you align your goals, avoid surprises, and reduce anxiety. You can also ask your manager for specific examples of what you are doing well and what you need to improve, and how they prefer to communicate feedback.
Approach feedback politely, listen actively and do not forget to express appreciation. Make notes and reflect it in your actions. Follow up on progress seeking feedback on progress. Staying calm and attentive while this process is the best way to covert it into the regular routine.
Recibir comentarios de tu gerente de manera efectiva es crucial para tu desarrollo profesional y el éxito en tu trabajo. Algunas sugerencias para manejar los comentarios de manera constructiva: Mantén una actitud abierta (open mind); escucha activa (escuchar es diferente a oir); controla tus emociones (piensa antes de dar una respuesta); agradece siempre sus comentarios; establece metas claras; solicita ejemplos concretos; solicita retroalimentación regular; practica una autoevaluación constante; sé proactivo (el ser reactivo no te lleva a nada).
One thing I've found helpful is preparing for that feedback. Before going into that discussion, check how you've been meeting your deliverables. Look at the things that worked, those that didn't and the lessons you learned. Listen to understand and not just to respond. Where the feedback isn't to your liking, take a minute to see if you did in fact fell short of the goal and be self-aware enough to say you realize that you fall short as you'll understand why you're receiving this type of feedback. Commit to doing better by taking the lessons learned and putting them into practice. Examine the feedback and see how you can apply it to your upcoming deliverables. You can't learn unless you make mistakes and remember one day at a time.
Without goals, you cannot win your professional race (literally speaking) Having your standards and objectives fixed on the relational experience one looks forward to from their manager is critical. That enables a planned feedback experience.
Marching into the murky waters of performance reviews without a compass is akin to setting sail without a rudder—you're at the mercy of the currents. It's essential to proactively engage with your manager to establish the 'rules of the road'. This means grasping the yardsticks they'll use to measure your performance, and understanding the frequency and form of feedback you can expect. It's not just about avoiding the jolts of unwelcome surprises or the gnawing unease of uncertainty. It’s about aligning your trajectory with their expectations, ensuring that you're both reading from the same map.
When you receive feedback from your manager, listen carefully and attentively, without interrupting or getting defensive. Try to understand their perspective and the reasons behind their feedback. Ask clarifying questions if you need more details or examples, and summarize what you heard to confirm your understanding. Show appreciation and respect for their feedback, even if you disagree or feel hurt.
Ask Questions A manager is more likely to give you feedback if you are proactive with questions that demonstrate your openness to improvement. I used a template for regular monthly meetings with my managers. I would talk about Current Projects, Accomplishments, Concerns or Questions, What I needed from them, and What was planned next. I also would ask for advice. What went well? What needed improvement? What would they have done differently? Did they hear any feedback from others good or bad? On future projects, I would ask for advice...Here's what I'm thinking, am I going in the right direction? Also...are there others I needed to consult with or work with to guarantee success and can they make the connection. Make it a conversation.
Dites quelques mots affirmatifs brefs : utilisez des mots comme “oui”, “d’accord”, “je comprends” pour confirmer que vous suivez le fil de la discussion. Ne jugez pas l’autre personne : évitez de critiquer, d’interpréter ou de donner votre avis avant d’avoir écouté tout ce que votre gestionnaire a à dire. Ne réfléchissez pas à ce que vous devez dire ensuite : concentrez-vous sur le message de votre gestionnaire, et non sur votre réponse.
Según mi experiencia, yo actuaría así: Escucha Activa y Respetuosa: -Prestar atención completa sin interrupciones. -Evitar reacciones defensivas. -Intentar comprender la perspectiva del gerente. -Hacer preguntas para aclarar dudas. -Resumir lo entendido para confirmar comprensión. -Mostrar aprecio y respeto por los comentarios recibidos.
Já dizia o sábio: temos duas orelhas e uma boca por um motivo. Uma reuni?o de feedback é feita para escutar e ponderar, n?o rebater e contra-argumentar. Tome notas, reflita e responda apenas posteriormente.
La escucha activa , es fundamental , tengas o no problemas . Lógicamente más ante un problema. Lo principal es escuchar y apuntar lo que ha pasado. No oír. Escuchar. Al cliente le escuchas , que exponga su problema y como gerente después de hacer tu averiguación tomas la decisión. No en caliente. Sino con calma y pensada . Cosa que no se hace . En mi caso sé que funciona.
After you listen to feedback from your manager, respond positively and professionally. Thank them for their time and input, and acknowledge any valid points or compliments they made. Express your willingness to learn and improve, and ask for their support and guidance. Avoid arguing, making excuses, or blaming others for your mistakes. If you have a different opinion or perspective, share it respectfully and constructively, and seek a mutual agreement.
My experience is that some managers does not want your feedback on the feedback you get from them. So be a bit careful here, if you have an open manager you just give them your thoughts. But if its a non open person you must be very careful with what you are saying. Or that can cost you a lot. Sorry to say but that is the case...
Más que responder positivamente. La cuestión es responder. Con calma , exponiendo en este caso el problema para que el cliente lo ratifique y que luego no diga que no ha sido así. Escuchar desde su punto de vista , que seguro no es el tuyo. Pero hay que intentar ponerse en sus zapatos. Empatizar con el. Todo tiene arreglo excepto la “muerte”.
Feedback works ideally when bi-directional. Be objective when handling feedback from your manager. Show that you have learned from it, so that they have an innate willingness to help based on their expertise and experience.
Ir con la mente abierta y preparar la reunión previamente permitirá que sea más efectiva para ambas partes (es importante ser realistas con la situación, qué aportas tú a la empresa, qué se espera de ti y qué crees que va a surgir en la conversación). Cuando un gerente, cliente u otra persona muestra su punto de vista, es importante transmitir cómo te hace sentir y si tienes la misma perspectiva o por el contrario, otra diferente.Mi recomendación es hablar en primera persona y trasladar cómo lo ves tú y cómo te sientes, intentando evitar otros datos más objetivos. El guión de la conversación podría ser similar a éste: -Agradecimiento por los comentarios -Qué sientes y cómo lo ves tú -Posibles soluciones o mejoras para alinear perspectivas
Algunas ideas, toma nota: 1) Agradece a tu gerente por su tiempo y aportes. 2) Reconoce los puntos válidos o aciertos mencionados. 3) Expresa tu disposición para aprender y mejorar. 4) Solicita apoyo y orientación para tu desarrollo. 5) Evita discusiones, excusas o culpar a otros. 6) Si tienes una perspectiva diferente, compártela respetuosa y constructivamente. 7)Busca un acuerdo mutuo o una solución conjunta. Estoy seguro que a ti también te servirán de ayuda... Saludos,
Once you receive feedback from your manager, take action to implement it and improve your performance and skills. Identify the key areas or behaviors you need to work on, and set specific, measurable, achievable, relevant, and time-bound (SMART) goals to address them. Track your progress and achievements, and seek feedback regularly to monitor your improvement. Celebrate your successes and learn from your failures.
I'd also suggest finding a mentor or coach who can provide additional support and guidance as you work to implement the feedback and achieve your goals.
Agir, c’est faire quelque chose pour atteindre un but, résoudre un problème ou changer une situation. Il existe de nombreuses fa?ons d’agir, selon le contexte, les motivations et les moyens dont on dispose.
Para tomar una acción o decisión hay que usar la cabeza. Ser más inteligente. Muchas cosas casi se arreglan sin poner dinero. Y si hay que ponerlo buscar la forma de que siempre sea lo mínimo. A veces grandes empresas que por no discutir se da la razón y punto. Hay que aprender siempre de los errores y sobre todo mejorar lo que va bien.
When receiving feedback from your manager, you should collaborate on and implement an action plan. If it's around growing a specific skill, set specific goals and KPIs around that.. and measure progress. Keep tabs on your wins, and be proactive on reaching out to your manager around improvement. If the feedback is around soft skills and behavior, the goals, KPIs, and measurement may be longer-term. Check-ins and follow up around this may be once a quarter, to allow for more examples and time to develop those traits.
Sollicitez activement des retours pour maintenir une trajectoire d'amélioration continue. En outre, ne sous-estimez pas l'importance de célébrer vos réussites, aussi petites soient-elles, et d'apprendre de manière constructive de vos échecs. L'action continue, associée à la réflexion et à l'ajustement, constitue la clé pour évoluer professionnellement.
Don't wait for feedback from your manager to come to you; seek it proactively and frequently. Ask your manager for feedback on specific projects, tasks, or skills you are working on, and request constructive criticism as well as praise. You can also ask for feedback from other sources, such as your colleagues, clients, or mentors, to get a broader and more balanced perspective. Use feedback as an opportunity to learn, grow, and excel in your role.
Definitivamente, antes de recibir la retroalimentación de mi gerente, tomaría la iniciativa. Evaluaría mi desempe?o, establecería metas claras, mantendría una comunicación abierta, solicitaría feedback regularmente, practicaría la escucha activa y aceptaría críticas constructivas. Además, me adelantaría a identificar áreas de mejora y tomaría la iniciativa para trabajar en ellas. Estos pasos no solo me anticiparían a la retroalimentación, sino que también contribuirían a un ambiente de trabajo colaborativo y positivo.
Do you have a manager that does not give you feedback. Then tell them you want feedback. And that the feedback should be creative and not just telling you that you have not done this or that. But to really help you to get better. This is very very valuable!
Building a feedback culture is crucial for personal and organisational success, according to research. At its core is psychological safety, enabling open communication, constructive criticism, and recognition of achievements. The goal is to make giving and receiving feedback a natural part of a business’ identity.
The best practice is for feedback to be bi-directional between the junior and the senior. In the context of PR, the manager may understand the strengths and inefficiencies of one's communication tact. ALWAYS seek to learn from your manager on best practices; at least you'll have your view and theirs now, which equips you with best practice.
Buscar feedback de forma eficaz no ambiente de trabalho envolve criar um ambiente aberto e receptivo, onde as pessoas se sintam à vontade para oferecer e receber feedback. Além disso, é essencial ser específico ao solicitar feedback, demonstrar abertura para críticas construtivas e mostrar gratid?o pela contribui??o dos outros.
Finally, reflect on the feedback you receive from your manager and others, and evaluate how it helps you develop your professional and personal competencies. Ask yourself what you learned from the feedback, how it changed your behavior or attitude, and what impact it had on your results or relationships. Also, consider how you can give feedback to others in a respectful and helpful way, and how you can create a culture of feedback in your team or organization.
En mi experiencia como Arquitecto Técnico y CEO, he encontrado que la reflexión sobre los comentarios es un paso crucial para el crecimiento profesional. Aquí algunas ideas clave: * Introspección: Dedica tiempo a pensar en cómo los comentarios pueden ayudarte a mejorar en tu rol y como líder. * Implementación de Cambios: Considera cómo puedes aplicar lo aprendido en tu comportamiento diario y en la toma de decisiones. * Compartir Aprendizajes: Utiliza tus experiencias para guiar y ofrecer retroalimentación constructiva a tu equipo, fomentando un entorno de mejora continua. * Cultura de Aprendizaje: Promueve una cultura donde la retroalimentación sea vista como una oportunidad para el crecimiento colectivo, no solo individual.
Reflect on feedback and hopefully it was a gain. Consider the feedback and examine it or know the why. I would return to the manager and create friendly dialogue about the experience.
As you get feedback from your manager you sometimes just get negative feedback. If so, then beg your manager to explain what you shall do to get better in the things that you got negative feedback on. Then you also give your manager the possibility to learn to give feedback that really helps.
Además de la retroalimentación, cuestionar si las ideas propias pudieran ser consideradas (incluso ponerlas sobre la mesa) ya que en dicho proceso de mejora profesional pueden surgir propuestas interesantes y vistas desde la perspectiva operativa y no solo de la perspectiva gerencial
Take a step back to gain a more objective perspective. This involves reflecting on all the input received and translating it into attainable milestones for both personal and professional development. Adopting a mindset geared towards continuous optimization is crucial.
Check your ego before receiving feedback. Your ego has no ears, and can impede your ability to receive, acknowledge, and understand the feedback being given.
Even the best feedback conversations can be hard and feel nerve racking. If you know in advance that you’re meeting to discuss feedback, create an agenda to go over specific questions, areas for improvement, achievements, and projects. If you share it in advance, your agenda will also help your supervisor and might even skew negative-leaning feedback to a more positive direction. Especially if the agenda you create already identifies some of your wins! At the end of the meeting, don’t forget to ask if you’re on track to meet or exceed expectations; if you’ve covered everything; an ideal timeline to revisit the feedback; and any action items as a result of the conversation.
Be prepared. Have your notes on your achievements, successes as well as instances where you struggled and failed. Also, take note of incidents if you ever felt not supported by your immediate supervisor. Then at the time of the feedback listen to understand, not to respond. Try to understand the perspectives from the bigger picture. once opportunity is given for you to speak you can speak objectively of the positives and negatives both. Since you already have your talking points at hand if anything is missing you can briefly speak of them. Always try to maintain objectivity and clear communication.
Generational differences in communication and expectations can be a barrier for some people. With so many groups in the work place and as millennials are moving into management and executive roles, the information in this article is important to help you establish effective communication. No one goes to work to fail. Try not to take feedback personally. It is a way of meeting your expectations.
In my experience, seasoned managers almost always provided feedback or was curious about how I completed a project and asked that I share the process or create presentation and share it at the team meeting. There has been occasion where I was asked why I handled a situation a certain way. Know your why and ask for options.