How can you use feedback to build better relationships with colleagues and managers?

In my experience, asking for feedback implies that you have already engaged in some level of critical thinking about your abilities, attitude, or achievements. Therefore, and ideally, constructive feedback should never be a surprise. Consider that asking for someone else’s perspective offers you a fresh angle and consequently, a golden opportunity to continuously improve. If you are asking for feedback and expecting it to always be positive, you need to question what your intention is here - growth or simply affirmation?

Constructive feedback is absolutely critical for the effective operation of any business enterprise. It is paramount for the successful operations.

Le feedback est un levier puissant qui permet de valoriser le travail d'une personne avec laquelle nous travaillons. Au-delà du partage d'informations, d'opinions ou de suggestions, le feedback va faire la différence car il va permettre l'amélioration continue. Cela dit il faut que le feedback soit fait correctement et que la personne qui re?oit le feedback soit également prête à l'accepter. Le feedback va apporter une vraie plus value dans la relation de travail, et de confiance. Il est important pour toute organisation d'encourager et de favoriser une culture du feedback. Il y a tellement d'avantages à le faire : ouverture, sens du travail, sentiment d'appartenance, engagement, esprit de collaboration forte, etc.

Fostering a feedback culture is vital for growth and innovation in any workplace. It's all about creating an environment where open, constructive feedback is not just encouraged but is part of the daily routine. Encourage your team to embrace feedback as a positive, ongoing dialogue. It's not just about giving feedback but also about being receptive to it. This openness can lead to remarkable transformations in healthcare settings, fostering a more inclusive, innovative, and equitable environment.

Feedback helps identify strengths and areas for improvement. Understanding and acknowledging each other's strengths and areas for improvement can be a valuable experience for team members. It helps build a compassionate and supportive environment where everyone feels heard and appreciated. This, in turn, strengthens the team's bond and fosters a sense of belonging that is crucial for a happy and productive work culture.

Giving feedback is as important as how to give to make it impactful Positive feedbacks should be given as recognition to boost confidence Improvement feedback should ideally be shared 1 on 1 Avoid giving blunt feedback, try to make it constructive Eg: "You need to learn to do your task properly, you are not even meeting expectations" Rephrase : " Do you need help with your task?, I believe you are capable of delivering a much better result"

Partir d'exemples précis, qu'on a noté. Dire ce que cela nous fait. éviter le "tu" qui pointe, le remplacer par "j'ai le sentiment, j'ai l'impression" écouter la réponse Et accepter de trouver un compromis !!

From my point of view here are a few points: - Adopt a growth mindset and welcome feedback as an opportunity for personal and professional growth. Embrace the idea that feedback is not a personal attack but rather a chance to improve. -Actively seeking feedback from your colleagues and managers. Request specific areas where you would like feedback, such as communication style, collaboration, or project management. This demonstrates your commitment to self-improvement and your willingness to learn from others.

It's easier to receive positive feedbacks.. But at the same time it's important to accept the not-so-positive feedbacks as well. These might help you out grow. Feedbacks according to me are the reflection of you to others ... Try to understand the point of view before taking any action. Ask for clarification of the feedback provider in cases of confusion. Try to understand the feedback constructively.

Pay Attention to Non-Verbal Cues: Observe non-verbal cues such as body language and reactions during collaborative efforts. Subtle indicators, like nods of approval or expressions of confidence, can offer insights into your strengths. Being attuned to these cues enhances your awareness. During a team presentation, I noticed positive non-verbal cues from colleagues when discussing my contributions. Their engaged expressions and affirming gestures served as indirect feedback, reinforcing my strengths in effective communication and presentation skills.

Establish a feedback loop where feedback is an ongoing and natural part of the work environment. Regularly check in on progress and adjust strategies as needed.