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What do you do if your goal-setting and performance improvement plans are not benefiting from feedback?

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Feedback is essential for setting and achieving your goals, as well as improving your performance. However, feedback can also be ineffective, misleading, or discouraging if it is not delivered or received properly. In this article, you will learn what to do if your goal-setting and performance improvement plans are not benefiting from feedback, and how to make feedback work for you.

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Josbertini Clementino

Especialista e Consultor em RelGov l Gest?o de Projetos e Stakeholders l Políticas Públicas l Consultoria em Rela??es…
Dr.Mona Golshan Sorour

Doctoral Researcher (UCAM) ,M.Pharm, M.Phil, Harvard Business School (HBSO), Stanford Graduate School of Business…
Nebiyou Mikre

Deputy COTO

1 Clarify your goals and expectations

Before you ask for or give feedback, make sure you have a clear and specific idea of what you want to achieve, and what standards you need to meet. This will help you avoid confusion, ambiguity, or misalignment with your feedback providers or recipients. You can use the SMART framework to define your goals: Specific, Measurable, Achievable, Relevant, and Time-bound. You can also use the OKR framework to align your goals with your organization's objectives and key results.

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Dr.Mona Golshan Sorour

Doctoral Researcher (UCAM) ,M.Pharm, M.Phil, Harvard Business School (HBSO), Stanford Graduate School of Business, Strategic planning, Strategic leadership, Transformational leadership, Contemporary management
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1.Feedback shouldn't be a one-way street. Ask clarifying questions to ensure you understand the feedback fully. 2.Vague comments like "do better" aren't helpful. Ask for concrete examples and suggestions for improvement. "Focus on meeting deadlines more consistently" is more actionable than "improve time management." 3.Evaluate the expertise and experience of the person providing feedback. 4.Schedule regular check-ins with your manager or mentor to discuss goals and progress. 5.Help those providing feedback understand the reasoning behind your goals. 6.Acknowledge areas for improvement but also highlight your progress towards goals. 7.Consider feedback from colleagues, industry experts, or online resources.

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Nebiyou Mikre

Deputy COTO
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It is essential to reassess the feedback process and make necessary adjustments. Start by examining the quality and frequency of feedback received. Ensure that feedback is specific, actionable, and timely. If feedback is lacking, proactively seek it from relevant stakeholders, such as supervisors, colleagues, or customers. Additionally, evaluate the clarity and alignment of goals and expectations to ensure they are measurable, attainable, and relevant. Finally, be open to self-reflection and take ownership of personal growth by seeking out learning opportunities and resources independently.

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Josbertini Clementino

Especialista e Consultor em RelGov l Gest?o de Projetos e Stakeholders l Políticas Públicas l Consultoria em Rela??es Institucionais e Governamentais l Conselheiro de Administra??o IBGC l Regulatório l Advocacy
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Utilize linguagem e exemplos que sejam relevantes para o seu interlocutor. Esteja aberto a ouvir feedback e considerá-lo em suas decis?es. Crie um ambiente onde o feedback possa ser dado e recebido de forma regular e construtiva.

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Jacob Grot

JD Candidate | UDM Law
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If you are not benefiting from others feedback, maybe you need to reevaluate how you interpreted it. Question yourself on whether you interpreted the feedback correctly, common mistakes like this can occur in the work environment and it is important to catch yourself early rather than later. Ask yourself "Did I misinterpret this?" "How could I incorporate this?" questions like this can help you reassess and fix your mistakes with your peer's feedback!

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Luiz Fittipaldi

Strategy & Planning Manager @Preply | Expert on Global Strategy | Strategy Planning | Finance | Project Management | Business Modelling | Innovation
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If your goal-setting and performance improvement plans are not benefiting from feedback, reassess the effectiveness of your feedback process, solicit additional input from relevant stakeholders, consider refining your goal-setting methods to make them more specific, measurable, achievable, relevant, and time-bound (SMART), and actively seek guidance or support to identify and address any barriers to improvement.

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2 Seek diverse and constructive feedback

Feedback can come from different sources, such as your manager, peers, customers, mentors, or self-assessment. Each source can offer a different perspective, insight, or suggestion that can help you improve. However, not all feedback is equally useful or valid. You need to seek feedback that is constructive, meaning that it is focused on your actions and outcomes, not your personality or traits. You also need to seek feedback that is relevant, timely, and actionable, meaning that it relates to your goals, is given at the right time, and offers concrete steps for improvement.

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Josbertini Clementino

Especialista e Consultor em RelGov l Gest?o de Projetos e Stakeholders l Políticas Públicas l Consultoria em Rela??es Institucionais e Governamentais l Conselheiro de Administra??o IBGC l Regulatório l Advocacy
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O feedback é um processo contínuo que deve ser buscado regularmente. é importante ser crítico e seletivo em rela??o ao feedback que você recebe. O feedback mais valioso é aquele que o ajuda a crescer e se desenvolver como profissional.

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3 Respond to feedback with openness and curiosity

Feedback can be challenging to accept, especially if it is negative, unexpected, or contradictory. However, feedback is not a personal attack, but an opportunity to learn and grow. You need to respond to feedback with openness and curiosity, meaning that you are willing to listen, understand, and appreciate the feedback, without getting defensive, angry, or dismissive. You also need to ask questions, seek clarification, and request examples to make sure you understand the feedback correctly and fully.

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Josbertini Clementino

Especialista e Consultor em RelGov l Gest?o de Projetos e Stakeholders l Políticas Públicas l Consultoria em Rela??es Institucionais e Governamentais l Conselheiro de Administra??o IBGC l Regulatório l Advocacy
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O feedback é um processo contínuo que exige autoconsciência e receptividade. A escuta ativa e a busca por clareza s?o essenciais para uma compreens?o completa do feedback. A implementa??o de mudan?as demonstra seu compromisso com o desenvolvimento profissional.

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Jacob Grot

JD Candidate | UDM Law
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Feedback is never and should never be a personal attack. When you work on strategies and towards goals you should always be open to negative and positive feedback. Negative feedback is not always the best thing to hear but it is necessary to fix or catch issues before they become something much worse in the long run. Listen, listen, listen!

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4 Incorporate feedback into your action plan

Feedback is not useful if you do not act on it. You need to incorporate feedback into your action plan, meaning that you use the feedback to adjust your goals, strategies, or behaviors accordingly. You also need to monitor your progress, measure your results, and communicate your changes to your feedback providers or recipients. This will help you demonstrate your commitment, accountability, and improvement.

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Trevor Hansen

Global Leader - Strategy & Portfolio Management Organization (SPMO) – AWS Partners & Marketplace
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Bring people along by involving them, seeking their feedback, and update to reflect an improved plan. 1. Seek feedback early 2. Give people the time to understand and provide feedback. 3. Capture and evolve your plan In summary, a plan put together alone, will never be actioned by many!

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Jacob Grot

JD Candidate | UDM Law
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Feedback is not helpful if you don't act on it. The whole point of feedback is to catch flaws or issues that you may not have caught yourself. You may think you have the best strategy or plan ever and completely miss something that a peer catches you missing. Mistakes like this happen and it is important to take action rather than fight a peer on a simple change or feedback; Take the initiative to listen and adjust your strategy if it is something that proves to be beneficial.

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5 Evaluate and refine your feedback process

Feedback is not a one-time event, but a continuous process. You need to evaluate and refine your feedback process, meaning that you assess the quality, quantity, and frequency of the feedback you receive or give, and identify the gaps, challenges, or opportunities for improvement. You also need to solicit and provide feedback on the feedback itself, and ask for or offer suggestions on how to make the feedback more effective, meaningful, or helpful.

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Josbertini Clementino

Especialista e Consultor em RelGov l Gest?o de Projetos e Stakeholders l Políticas Públicas l Consultoria em Rela??es Institucionais e Governamentais l Conselheiro de Administra??o IBGC l Regulatório l Advocacy
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Melhore sua capacidade de comunicar e receber feedback de forma clara e construtiva. Torne o feedback mais relevante e significativo para o seu desenvolvimento profissional. Assegure que o feedback seja acionável e possa ser aplicado em seu trabalho.

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6 Celebrate your achievements and learn from your mistakes

Feedback is not only about finding and fixing your weaknesses, but also about recognizing and reinforcing your strengths. You need to celebrate your achievements and learn from your mistakes, meaning that you acknowledge and appreciate the feedback that highlights your successes, and use the feedback that points out your failures as a source of motivation and learning. You also need to share your feedback stories, both positive and negative, with others, and seek or offer support, encouragement, or recognition.

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Josbertini Clementino

Especialista e Consultor em RelGov l Gest?o de Projetos e Stakeholders l Políticas Públicas l Consultoria em Rela??es Institucionais e Governamentais l Conselheiro de Administra??o IBGC l Regulatório l Advocacy
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Utilize o feedback para identificar áreas em que você precisa se desenvolver. Aprenda com seus erros e utilize-os como trampolins para o sucesso. Transforme os feedbacks negativos em motiva??o para superar obstáculos e alcan?ar seus objetivos.

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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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What do you do if your goal-setting and performance improvement plans are not benefiting from feedback?

1

2

3

4

5

6

7

1 Clarify your goals and expectations

2 Seek diverse and constructive feedback

3 Respond to feedback with openness and curiosity

4 Incorporate feedback into your action plan

5 Evaluate and refine your feedback process

6 Celebrate your achievements and learn from your mistakes

7 Here’s what else to consider

Strategy

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What do you do if your goal-setting and performance improvement plans are not benefiting from feedback?

1

2

3

4

5

6

7

1 Clarify your goals and expectations

2 Seek diverse and constructive feedback

3 Respond to feedback with openness and curiosity

4 Incorporate feedback into your action plan

5 Evaluate and refine your feedback process

6 Celebrate your achievements and learn from your mistakes

7 Here’s what else to consider

Strategy

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