Here's how you can handle feedback from someone less experienced than you.

Handling feedback from someone less experienced can be a delicate situation, but it is essential for personal and professional growth. First and foremost, it’s important to approach the feedback with an open mind. Even if the individual may not have the same level of expertise, they can offer fresh perspectives that may not have been previously considered. Listening actively is crucial; this means not only hearing their words but also engaging with them by making eye contact, nodding, and showing that you value their input. This creates an environment of respect and openness, allowing for a more productive discussion.

Take the feedback, take it seriously. Hear everything they have to say. They may be absolutely right, or they may have an interesting point. Experience isn’t the end all be all, we all know the famous definition of insanity. Everyone is guilty of perception lensing (seeing the world through only your own eyes and experience). Engage in dialogue to make sure your differences are fully understood, and in the event that they’re genuinely trying to make a meaningful contribution but don’t understand why their feedback might not be the best approach, use it as a teaching moment, everyone should have a few mentors they respect and disagree with sometimes, it can only lead to growth for both.

People come from different experiences and journey in life. They can give you perspectives and ideas that you wouldn't consider on your own. Don't discount someone if you don't know their background as they can give you a fresh approach that could change your thinking or look at something from a different angle.

Always be open to feedback as they may see something or be aware of something you may not have been. You don't have to be in senior management to be able to offer value to a project or task. The challenge is for companies to embrace the mindset that anyone can offer feedback anytime as long as its relevant to the project/work at hand

I agree that listening to the other person's feedback is necessary even if they are less experienced than you. Then it would be best if you thanked them for the feedback. Even less experienced people can bring a new perspective. It is not necessary to act on every feedback, but it should be heard and analyzed to improve ourselves and our surroundings.

One thing I have found helpful is when 360-degree feedback is part of the appraisal process. This means less experienced colleagues feel more secure giving feedback, leading to a more open culture.

Even the less experienced one can have an unique or different idea which I can work on later. So hearing him/her can activate a conversation and maintain a healthy work relationship in the flow

The world is a bit part of a sun in the entire world we are not even 0.00000001...Keep calm and keep learning have open heart and mind .Nothing we are going to take when we leave this world.... EGO is Injurious to Health

N?o somente aberta mas também cora??o ??, isso faz toda diferen?a até mesmo porque o momento da devolutiva é um momento de constru??o e/ou reconstru??o, n?o cabendo rigidez e convoca??es pré determinadas.

Approaching feedback from less experienced team members with an open mind is vital. Rather than dismissing their input, recognize the unique insights they bring. Objectively consider their suggestions, as they can lead to unexpected improvements and innovations in your work.

é desafiador para o nosso ego receber feedback de quem tem menos experiência que nós. Está aí uma boa oportunidade para praticar escuta ativa e a comunica??o n?o violenta.

Stay humble and polite while listening to someone. Keep point in mind the points to discuss latter discuss those after completion of discussion Agile the midset and avoid to came up aggressive

Handling feedback with composure and professionalism is crucial, no matter the experience difference. Thank the individual for their input and show appreciation for their effort. If you disagree, explain your viewpoint clearly and respectfully. This sets a positive example and promotes a culture of constructive feedback.

Mesmo n?o havendo concordancia inicial, escute, acolha e reflita. O dia seguinte pode promover um novo prisma. N?o tem uma frase que diz: "Nada melhor que um dia após o outro com uma noite no meio?! é sobre isso...

This point is very important indeed. No matter whether you are agree or disagree with the feedback, you should know a way to express it. Getting excited or not managing your expression, is the most inaccurate way of handling things. Be calm and gentle while you put your thoughts in front of a team. Sometimes, your calmness and the way of thought representation can affect better than your arguments.

Everyone likes to be heard, so acknowledging everyone's feedback is important and get inputs from the whole team as well, so it does not appear that this is just your evaluation. Also maybe prioritize the feedback and get them on a board, maybe you come back to them at a later date

After receiving feedback, take time to assess its value objectively. Distinguish the feedback content from the person offering it, and evaluate if it’s actionable and relevant to your goals or project objectives. This ensures decisions are made on the feedback’s merit, not the provider’s experience level.

Most important part, non-biased in your thought process. Keep your mind open. Evaluate the idea without any self conflict and judge fairly

When I was an employee and not a manager or leader, what exasperated me the most was that management dismissed my ideas, a.k.a. feedback. People in an organization, (especially younger or less experienced employees) want to be heard. They want to know WHY a decision was or is being made, not just that it was made. I have found that true leaders thank the staff member for their feedback, listen and explain why they can’t implement the suggestion or feedback, or explain how it may be taken into consideration. Maybe it isn’t the right time; maybe it is lack of money or resources, but maybe it is. When the explanation is made, the employee is usually satisfied, if not grateful someone took the time to explain it to them.

Assess feedback to see what’s useful and relevant. Not all input will fit your needs, and that’s okay. Implement the helpful elements and set aside those that aren’t feasible. This approach shows you value feedback while staying true to your professional standards.

Trazer a liberdade de express?o torna o cenário mais fértil a novas possibilidades. é bem verdade que o todo precisa ser compilado para um aproveitamento mais eficaz. O produto final dessa dinamica servirá para que os membros da equipe percebam as suas contribui??es e se sintam parte integrante de novos processos.

I believe the first aspect is adaptability to acceptance. We certainly need to understand as new generation comes in and set of people that work on the ground may have a different way of looking at things for e.g a platform like Instagram, how can it be used to boost numbers or sales or visibility, a person who is younger than me may have better insight to it. Not all feedback's may be relevant but certainly some are and we need to be open to it. And commending or appreciating their efforts is also a big addition to the overall growth of team and if needed it can explained why the idea is not feasible. Creativity and Innovation comes from fresh minds and i am big believer of that.

Here comes to use your experience and what you learn over the years. With your expertise, select the best idea suitable for the situation and be very fair in the process. Your experience makes it useful to select relevant information and optimum outcomes.

Se você esclarecer que um feedback é apenas uma percep??o de quem o fornece, dado que, existe a sua vers?o, a vers?o do outro e a realidade, a pessoa que a recebe deverá entender que ela deve mudar/melhorar o "como" esta comunicando as suas a??es, para que aí sim, a percep??o de quem avalia fique mais proxima da sua percep??o e da percep??o real. Os relacionamentos ser?o mantidos e até fortalecidos.

N?o entendo que exista algum problema em receber um feedback de alguém menos experiente. Sempre há o ponto positivo nisso e temos que respeitar que é a leitura de como a pessoa nos percebe, isso é muito importante. Isso traz perspectivas que possam n?o estar sendo percebidas por nos. Se temos mais experiencia, conseguimos analisar se o feedback é genuíno e respeitoso. Em sendo é uma ótima oportunidade para compartilhar experiencias e apresentar nosso ponto de vista. é o que penso.

Just because you have more experience than them, does not mean their feedback and views are not valid. The best mindset you can be in is that you can, and should be consistently evolving, and this is often by learning through other's perspectives and own life (personal) and work experiences.

When we talk about "less experience," it's essential to clarify what we mean. Someone might have fewer years in the workforce than you, but they could be highly experienced in areas where you are not. Experience isn't solely about years on the job; it's about skills, challenges faced, and unique insights gained from different roles or industries. It's easy of assuming "less experience" means less value, we risk ageism and undervaluing diverse perspectives. Embrace learning from someone that is "less experienced".

Receber um Feedback de pessoas menos experientes que você, n?o é (ou n?o deveria ser), nada de mais. Pelo contrário. N?o é só experiência que está em jogo nesse caso. Cada pessoa possui um ponto de vista, uma história de vida e pode contribuir muito com algum ponto que você possa n?o estar enxergando naquele momento. Sempre pe?o feedbacks para minha equipe e posso dizer que somam muito os seus relatos.

That when you decide to move on try to keep it as copacetic as possible. A woman scorned is as dangerous as a starving lion and a pissed and injured man could become a Tasmanian devil. Ultimately your healing is up to you. Ultimately it’s best to sleep before making any type of decision or providing feedback to anyone’s questions.