How can you use feedback to help individuals adapt to new work environments?

Feedback is like a guide that tells us how we're doing and how to get better. It's a boost of motivation and helps us fit into our work environment. It's like a bridge to connect with others and build trust. So, it's super important for learning and growing, especially in new places.

Feedback helps you see yourself through the eyes of those around you. It’s not easy to know how your actions are landing with others without this reflection. With generative feedback, we can calibrate to our workplace culture and improve relationships.

Feedback makes settling in and acclimatization eazy when you find yourself in a new environment or onboard a new team. The feedback you get about your new environment might play a major role in determining how you socialize with your new environment.

In my experience, feedback has been a toll for advancement. You will be surprised how much you can be when you receive feedbacks that are genuinely back up by guidance and directions. Last year, I was appraised by my supervisor on my role performance in general. The content were both logical and practical, I vividly remember how my jaw dropped when my reports came back and my LEADERSHIP SKILL was in borderline. You could say I felt bad at that point yes!! However, my performance popped up after I was guided and supported by my supervisor not to relent. I went on taking a free course on leadership foundations by DR. SHIRLEY DAVIS. Now I can tell you I am better and growing than where I was because of the feedback.

Feedback is one of the most important tools in any leader's toolbox. Learning how to deliver feedback is a skill that can rarely be perfected, yet is one of the most critical ones for an effective leader. Being a leader is not only about delivering feedback but also being perceptive of feedback as well, knowing what your team needs and wants is just as important as knowing what you need from them in exchange. Feedback should not be taken as a one-way of communication, it should be reciprocated and treated as a conversation to find the root of the situation and the start of an improvement plan.

Before we give feedback, it is important to consider our intentions. Are we giving the feedback purely to help the other person or are we giving feedback to make ourselves more comfortable? Once you decide to give feedback, connect with the person as a human first. Consider what they will feel like after they have received the feedback. Will they feel motivated or hurt? How do you want them to feel about this feedback tomorrow or next month?

Adopting SBI (Situation/Behavior/Impact) model of feedback allows me to deliver feedback in an objective approach. It helps point out an action that occurred in the past and the impact it had.

I agree with this. Feedbacks should be structured and should be thought through. Although, some feedbacks hits hard, situations like this should be considered fragile and allow an adequate time for explanation.

Effective communication can be in many forms but I will be adopting this acronym STIB. Specific: Be specific in your feedback, do not use generic words such as good work, or excellent job, you can say you did a very good job in delivering the financial reports, and you touched on the key points that were needed for the report. Timeliness: It will be inappropriate or late if you are giving feedback after a month. Do not wait too long to provide input in a task. Be timely in giving feedback. "I" Statement: Let the feedback come from your own perspective i.e. I observed, I noticed. This makes feedback less accusatory and more of your feelings. Balance positive and constructive feedback: Be positive and constructive in your feedback.

I always coach my clients to see feedback as a gift, even if it doesn’t feel like it in that moment. This person did not have to tell you anything, and the fact that they took their time to say something means that they care about you and your performance. Take time to see the intention behind the words, especially if the words were hard to hear.

Yes! It's not just about receiving feedback, but also about demonstrating a willingness to adapt and improve based on the insights provided. This demonstrates a commitment to growth and development.

One time I got rejected from an employer, its was really hurting for me because I believed I gave it all my best during preparation, the exams and the board interview. Upon receiving the rejection mail. I replied with a thank you and went ahead asking where I needed to improve on. That helped me to identify my weaknesses and worked on them.

Having an open mind will make an individual value feedback. It is important that an individual is willing to hear a different perspective and ready for any area of improvement when it's being offered. When receiving feedback, one must be attentive and actively listening to the comments, focusing on the feedback not necessarily the person providing it. avoid distraction or becoming defensive. It is important to ask clarifying questions if the feedback is not clear. Seek clarifications, request for examples if possible.

Both the delivering and the receiving person in the feedback should understand that this is not an attack on the receiver, but an attempt to understand the underlying causes of the situation that led to feedback. The best way to overcome barriers is through communication, ensuring that the person delivering the feedback is not using accusatory language and is being objective in the conversation is important. Sometimes there is not enough time to build rapport before feedback needs to be delivered, so delivering feedback should be seen as the opportunity to build the rapport for future occasions.

Create a learning environment. Provide support when asked and be ready to give without prejudice. Recognize that feedback is good, it is part of professional growth. Balance positive and constructive comments, always let be about strengths and areas of improvement.

Feedback can help to understand the culture and beliefs of individuals which will help to enhance good relationships in the face of diversity. Feedback can also aid in better communication as leverage for diversity

When giving feedback on diversity issues, it can be helpful to focus on positive reinforcement first. Help people to see what they can do right instead of always correcting. When a correction is needed, an assumption of positive intent will help the person to be open to seeing the situation through a new perspective.

Recognition and Rewards: Consider implementing a system of recognition or rewards for successful adaptation, which can further motivate individuals. Feedback Improvement Plan: If an individual is struggling to adapt, work with them to create a feedback improvement plan to address specific challenges systematically. Feedback Surveys: Periodically conduct anonymous feedback surveys to gather insights into the overall satisfaction and adaptation experience of individuals in the new work environment.

Feedbacks should be adopted by employers, employees, direct consumers to help achieve organizational objectives and goals You will be amazed how a consistent chain of feedbacks from diverse communities will increase excellence and success in organizations.