Here's how you can improve workplace communication skills through feedback.

One thing I found helpful to realize, that without feedback communication is nothing more than information. And feedback is a key component of active listening. Active listening is the process of reflecting back what the other person said to check out your understanding. It is more about understanding than about being understood. Your feedback may focus on the facts, feelings or both. When you actively listen, you reflect and summarize by offering your undivided attention. Doing this provides reassurance to the speaker and ensures a common understanding of the issue. This creates an atmosphere of respect and openness, making it easier for colleagues to share their thoughts and for you to provide meaningful feedback.

First, you should know yourself as much as necessary. As you know, individual differences and the existence of various personality types have caused people to have different behaviors and emotions in different situations. If you are an introvert and you receive your dominant energy from within; Never expose yourself to the stress of being in many groups. Be patient and restrained. It means to be a flexible person in the face of difficulties and unexpected communication events. Patience and resilience are the main factors of emotional intelligence that most people have completely forgotten. By loving yourself, you will actually love the surrounding world (nature, people, animals and even objects).

Don't listen to answer, listen to understand. Once you hear what they are saying, take a second to digest it before you respond. I always try and take it in the way that this person wants me to be better, grow and succeed. Frame it that way!

As an intravert, listening was the easy part - a strength. What was more challenging was learning how to respond. In my experience, using my curiosity helped by asking thoughtful questions, aiming to get the other party to “discover” the feedback by their own answers. However that doesn’t always work. To provide more direct feedback I’ve found building a strong relationship based around trust and respect first helps.

As a reminder for many managers, especially those who have stepped into these positions remotely, criticism in any form is best received with a relationship being formed. If you don’t take the time to get to know your people and show them you care, chances are criticism isn’t received as well.

Some things I’ve learned and adapted: 1. Feedback in the moment: offer the feedback when the incident occurs, while fresh in the recipient’s memory 2. ‘Feedback is a gift’: a phrase I learnt at Facebook and one you can preface feedback with - after all feedback is showing you are truly invested in helping the recipient get better :) 3. Speak about the incident/behaviour observed, not about the person (‘when this happened…’ vs ‘you didn’t do….’) 4. Follow-up the behaviour observed with ‘the impact on me/the person/the meeting is….’ 5. Offer potential alternative behaviours (‘what might have been worthwhile instead is….’; ‘next time an alternative might be….’) 6. Make it a conversation (‘does it resonate?’; ‘what do you think?’)

Constructive criticism is the art of sculpting with words, chiseling away at imperfections to reveal the masterpiece within. Like a skilled artisan, it requires delicacy and precision, shaping feedback into a tool for growth. Each critique becomes a brushstroke, adding depth and dimension to the canvas of improvement. By infusing empathy into your words, you transform criticism into a guiding light, illuminating the path towards excellence and fostering a culture of continuous evolution.

Giving constructive criticism means helping someone get better at something in a nice way. When you give feedback, be specific and kind. Instead of just saying "you're not good at this," you could say, "I think if you try this, it might help you do even better!" This way, whoever you're talking to will know what they can improve on and will feel encouraged to try harder next time. The goal of constructive criticism is to help, not to hurt someone's feelings, giving feedback helps people to improve and become even better!

It is important that one should know that getting feedback and taking it in a positive way helps a lot in the growth of a professional. No matter how harsh or bad the criticism should be one must think about the factors which were involved in that and learn from that criticism so that he/ she can convert that into fully positive feedback next time.

Regular team check-ins are like tending to a flourishing garden, where each meeting is a nurturing touch that encourages growth. Just as a gardener inspects each plant, these sessions allow for a careful examination of progress and potential obstacles. Through this consistent cultivation, a sense of unity blossoms, fostering an environment where collaboration thrives and challenges are met with collective resilience. Embrace these moments as opportunities to cultivate not just productivity, but also camaraderie and shared purpose.

Decide whether one-on-one meetings or team meetings are more appropriate for your check-ins. One-on-one meetings allow for more personalized discussions and feedback, while team meetings facilitate group collaboration and communication. Prepare an agenda for each check-in to ensure that you cover important topics efficiently. Include items such as project updates, goal progress, challenges or roadblocks, and feedback discussions. Share the agenda with team members in advance so they can come prepared.

Establishing clear goals helps participants understand what they will gain from the training. Select interactive and engaging delivery methods to keep participants actively involved in the training. Incorporate a mix of presentations, group discussions, case studies, role-playing exercises, and real-life scenarios to appeal to different learning styles and reinforce key concepts. Offer practical guidance on how to give and receive feedback effectively. Teach participants techniques for offering specific and actionable feedback, framing feedback in a positive manner, and using active listening skills to facilitate constructive conversations.

Reflecting on feedback means thinking about what others say about your work or behavior. It's like looking in a mirror to see how you can do better. Take a moment to think about if the feedback makes sense and how you can use it to improve. Once you've thought about it, try making some changes based on the feedback. Adapting shows that you care about getting better and want to keep growing. By reflecting and adapting, you show that you're open to learning and improving.

Para mejorar la comunicación ademas de escucha activa, pedir retroalimentación y el resto de puntos que se comentan en el articulo es muy importante: Preparar la sesión Ser específico Entrenar la empatía Utilizar el lenguaje corporal, y Ser tu mismo en todo momento

Improving communication skills using feedback: creating a variety of communication channels like email, forums, f2f interactions. Brainstorming sessions & group discussions can also be helpful in fostering effective communication. It is important to allow individuals to communicate in their own comfortable ways & be open to using different languages, not necessarily limited to English. Regular informal conversations, such as chitchats during coffee breaks, can also contribute to better communication. providing platforms like idea or problem boards where employees can write & stick their thoughts allows them to give feedback, answer questions, or offer solutions if they wish. Fostering an open-door culture encourages open communication.