What are the most effective ways to get feedback on your performance?

The strategies are: 1. Conduct structured surveys to measure satisfaction, identify areas for improvement, and gauge overall performance. 2. Provide forms on your website, social media, or in-store to encourage customers to share their thoughts, suggestions, and concerns. 3. Monitor platforms for mentions, comments, and reviews. Engage with customers, address concerns, and use feedback to improve. 4. Conduct one-on-one interviews to gain in-depth insights. Ask open-ended questions to understand needs and expectations. 5. Hire shoppers to evaluate your experience objectively. Get feedback on staff interactions, product knowledge, and service quality. 6. Monitor review platforms and respond to feedback. Use it to make necessary improvements.

Ditch the wait, crave feedback: Ask trusted colleagues, mentors, even your manager! Be specific about performance,style, or teamwork you seek to hone. Utilize feedback tools,respond thoughtfully, & ask clarifying questions. Create a safe haven for honest words: Thank them, even for critiques. Listen actively, ditch defensiveness, & embrace learning from different viewpoints. Look beyond your bubble: Go beyond your manager, tap colleagues across departments. If relevant, seek feedback from clients, external mentors, even online communities. Turn critique into fuel: Reflect, analyze, & craft a growth plan with SMART goals.Keep your feedback providers in the loop, showcase progress, & remember: continuous feedback fuels continuous improvement!

Feedback mechanisms are typically embedded. However, if your workplace lacks an open conversation culture, it's essential to take the initiative in building such a culture or consider exploring opportunities elsewhere. Asking for feedback regularly is crucial. Waiting for an annual review might cause you to miss valuable chances for improvement. Instead, strive for more frequent one-on-one sessions with your manager, ideally after each project or even on a weekly basis. This approach ensures you receive timely and specific feedback that accurately reflects your current strengths and areas for improvement. it demonstrates your commitment to valuing the opinions and insights of your customers, managers, the establishment of trust and rapport.

Cultivate a routine of requesting feedback. This shouldn't be a one off event but a regular part of your work cycle. By consistently asking for feedback, you signal your commitment to improvement and make it a normal part of your interactions. Timing is key; ask for feedback soon after completing tasks or projects to get the most relevant and actionable insights.

1° Avalia??es de Colegas e Superiores: Solicite feedback direto de colegas de trabalho e supervisores. Pode ser em formato de reuni?es individuais, avalia??es formais ou feedback informal durante o trabalho diário. 2° Autoavalia??o: Fa?a uma autoavalia??o regularmente. Analise suas próprias realiza??es, desafios e áreas de melhoria. Isso pode fornecer insights valiosos antes mesmo de pedir feedback externo. 3°Pesquisas An?nimas: Implemente pesquisas an?nimas para permitir que colegas forne?am feedback honesto sem o receio de represálias. Isso pode ser especialmente útil para entender a dinamica da equipe.

To get a full round feedback you must use multiple channels, from my experience I used the following channels: 1) 360 online survey where you can get a sense of quantitative data on how you performs across several areas and make sure it includes direct reports, direct/indirect managers and peers 2) from that 360 feedback conduct one to one feedback session with closest stakeholders at least 6 and 2 must be in each of the areas mentioned in point 1 3) after that deep collection of information across different platforms collect and analyze and build and action plan and get feedback on the action plan from 6 different stakeholders than point 2 4) send the development plan highlights to the 360 participants and get acceptance level

Different people are comfortable with different forms of communication. Employ a variety of methods like one-on-one meetings, anonymous surveys, digital platforms and informal chats. This diversity ensures you capture a wide range of perspectives and encourages more people to participate in providing feedback.

As a CX professional, it's essential to recognize that different customers prefer various communication channels, such as focus groups, email, calls, or one-on-one interactions. Understanding this diversity and choosing the right channels facilitate customer participation in providing feedback. Utilizing multiple channels and methods ensures that you capture insights from a broader spectrum of your customer base, allowing for a more comprehensive understanding of their preferences and experiences

In my experience, using a range of feedback channels and methods has been crucial for refining my performance in Customer Experience. By employing tools like surveys, interviews, and focus groups externally, and encouraging peer reviews and mentorship programs internally, I ensure a comprehensive understanding of my strengths and areas for improvement. This approach minimizes bias and provides a well-rounded view of how my efforts are perceived across different aspects of the customer experience landscape.

In my role, I've employed various approaches like surveys, polls, and interviews for customer input. Simultaneously, internal methods such as self-assessment tools and peer reviews have provided insights from colleagues and mentors. This multipronged strategy ensures a more balanced and nuanced understanding of performance, minimizing the risk of bias and enhancing the accuracy of feedback. It's proven effective in obtaining a holistic view that aids in refining my approach and addressing specific areas for improvement.

This week, I sent a survey to my customers. I asked for specific feedback on: 1. How well they think I understand their business goals and challenges. 2. The effectiveness of my communication. 3. Specific instances where they feel supported or valued. 4. Specific areas they think I could improve. It's been a great way to get additional insights. I asked them to be open and specifically called out not to worry about hurting my feelings. Feedback is a gift. Treasure it!

When asking for feedback, be clear about what you're seeking input on. Avoid vague requests like "Do you have any feedback?" Instead, ask targeted questions about specific aspects of your work or behavior. This helps the feedback giver to provide more concrete, usual insights.

In the realm of customer experience, the art of eliciting feedback lies in crafting specific and clear questions. By avoiding coercion and opting for open-ended inquiries, we encourage customers to share detailed insights. This approach not only enhances engagement but also ensures the feedback is precise and valuable, contributing to continuous improvement in the overall customer experience.

Feedback takes us forward! And for customer experience, it is the insight-loaded secret sauce that helps us serve our clients more effectively. To get those effective feedback pointers, I follow these 3 steps: ** Be prepared. Always be prepared to take feedback. Have the form/ survey/ video/ 1-on-1 request ready. ** Be clear - Be as specific as you can about what the participants should share feedback on. (Engagement, communication, content structure, speaking style, activities or case studies and so on) The more specific you are, the more quality feedback you get. **Be on time! - Always seek feedback at the right time, and you get quality inputs. Do not delay it too much. Feedback is best served fresh!

In my role, I've found that being specific and clear when seeking feedback significantly enhances the quality of the insights received. Instead of asking for general feedback, I focus on particular skills, behaviors, or outcomes, making it easier for my colleagues, customers, or mentors to provide targeted and actionable input. This approach ensures that the feedback aligns closely with my improvement goals, facilitating more meaningful and effective adjustments in my performance.

There is a story that I learnt as a kid that there was a young monk who used to take a handful of sand and threw it up in the air and wished to receive as many advices & feedback as equal to the grains of sand which he threw each day. This is the "mindset" that is required to absorb feedback. Otherwise, we often go to our back-foot and defensive mode, which lessens the effectiveness of feedback. When the feedback giver knows that you are genuinely listening, it would further elevate the quality of feedback given to you.

Try to get honest feedback from the seniors who've challenged you the most. Some may share difficult feedback, feedback that may be tough to digest at first but behind every constructive criticism, there's a voice to be heard. Learning to be had. Let the feedback sharpen your thoughts, values, and in turn performance. If you have mature peers or staff perhaps do the same with them, they might 'wow' you more than any other. Performance stems more from within, rather than outside-in. If someone can make feedback relatable whether you are mature or not, you will hear it more often than not. Be open-minded, do 360' & let's not be biased towards positive feedback to shape your career. By doing so willingness to listen & action would improve.

I strongly believe that getting feedback is all about the 'listen and respond' approach, part of our continuous improvement journey. Reach out to your stakeholders (internal and external) and set up regular chats for their insights. Show them you're open to constructive thoughts and really listen to what they say. Dig deeper with follow-up questions. Then, don't just acknowledge their feedback – act on it and let them know how their input is sparking changes. This approach does more than just provide valuable insights; it builds stronger relationships and shows your commitment to growth. After all, feedback is a gift, so use it to continuously improve.

Active listening is crucial. Pay attention, ask clarifying questions and resist the urge to defend or explain yourself during the feedback process. Acknowledge the feedback you receive and thank the individuals for their input. If appropriate, discuss how you might implement or consider their suggestions.

I was watching Apple TV's Hello Tomorrow, and their main character (a salesman for Moon timeshares) said the following "they tell us their problems, they trust us enough to solve them." I had to pause it and think about that for a bit. It made me think of my current role and how my clients will come to me with their problems. This is a sign they trust me! We need to reframe our thinking and attitude the next time our customer comes to us to complain. They are providing a gift! This too is feedback.

360 degree feedback is key. Look for feedback from not only your managers, but also from your peers, subordinates, friends and even family. Because each of these groups can provide feedback on various aspects of you, that can help you improve as a holistic person. However, in order to receive feedback especially from your subordinates, you need to create a conducive environment where they feel free and safe to share feedback without holding back. Feedback makes you grow. Embrace it.

Don't limit to your feedback to your immediate or supervisor. Seek out opinions from colleagues in different departments, clients or other external stakeholders. This diversity can provide fresh perspectives and insights that you might not get from your immediate circle.

I would also recommend seeking feedback from people who are not in your immediate circle. This could include people from different industries, backgrounds, or cultures. By doing so, you can gain a fresh perspective and identify areas for improvement that you may not have considered before. Also, seeking feedback is only the first step. It’s equally important to act on the feedback you receive. This means identifying areas for improvement and taking concrete steps to address them. By doing so, you can continuously improve your performance and achieve your goals.

Drawing from my experience, seeking feedback from diverse sources has been instrumental in gaining a comprehensive understanding of my performance. I actively seek insights not only from customers but also from managers, peers, mentors, and external experts. This multifaceted approach allows me to gather diverse perspectives, uncover blind spots, and identify areas for improvement that might have gone unnoticed. Embracing feedback from various sources enriches the learning experience and contributes to a more well-rounded and effective performance.

Reaching out to diverse stakeholders is key. Internal stakeholders like team members and managers offer insights into daily operations and team dynamics. They help identify improvement areas in workflow and collaboration. External stakeholders, including clients and suppliers, provide a broader perspective on market needs and service quality. Their feedback is crucial for understanding client satisfaction and industry standards. Regular chats with these groups offer a holistic view of performance, revealing strengths and areas for enhancement. Engaging with a mix of voices ensures a well-rounded approach to growth and responsiveness to all aspects of your role.

O primeiro principio para que um feedback seja realmente poderoso em seu crescimento profissional, na minha opini?o, é manter uma rela??o de confian?a com quem o oferece. Nesse contexto, fica muito mais fácil absorver, refletir e internalizar aquilo que precisa ser potencializado e o que deve ser transformado.

After receiving feedback, take time to reflect. Consider what you've heard and look for patterns of recurring themes. Use this information to create a plan for personal or professional development. Remember, feedback is not just about identifying areas for improvement but also recognizing strengths and successes.

Reflecting on received feedback is crucial for personal and professional growth. Taking time to analyze key takeaways and lessons enables me to identify actionable steps for improvement in future projects. Additionally, leveraging feedback as a guide, I proactively seek relevant resources, training, or support to enhance specific skills or competencies. This reflective approach transforms feedback into a powerful tool, shaping my ongoing development within the customer experience realm.

Depending on the type of feedback (qualitative or quantitative, survey or observation) you need to analyse it - of course. Without going into the statistical details, start with a hypthesis first. I think, all people would be positive in this aspect, because we did this or that to improve the experience. Then look, if the results would refute your hypothesis. It is never about confirming a hypothesis, it is always about falsification (refuting) of your hypothesis if you want to create true insights. A sometimes forgotten but scientifically agreed approach of Karl Popper - the logic of research.

I agree that regularly seeking feedback is the best approach, but another method involves understanding how well you are performing. Achieving targets is crucial in any industry or role. If you can consistently deliver results above the target for months, it is a good indicator that you are on the right track and may only need minor adjustments to continue improving as a professional or leader. On the other hand, if you are underperforming, it signifies the need for a deeper understanding to identify opportunities for improvement.

In my experience, fostering a culture of open communication within the team has been instrumental in obtaining valuable feedback. Encouraging team members to share their perspectives creates a supportive environment where constructive criticism can thrive. This openness not only enhances individual performance but also contributes to the overall success of customer experience initiatives. Sharing insights and celebrating successes collectively strengthens team cohesion and fosters a positive work atmosphere, driving continuous improvement in our customer-centric endeavors.

Se podría integrar estas consideraciones junto con las respuestas previamente mencionadas para obtener un feedback valioso y aplicarlo de manera efectiva en el desarrollo personal o profesional. Estas pueden ser: ?Contextualiza los Comentarios, Proporciona contexto cuando pidas feedback, explícales por qué es importante para ti y cómo planeas utilizar la información para mejorar. ?Implementa cambios tangibles basados en las sugerencias recibidas, mostrando así que valoras y actúas según la retroalimentación. ?Considera la frecuencia con la que solicitas feedback, demasiado frecuente puede resultar abrumador. ?Expresa tu gratitud por los comentarios recibidos y, comparte cómo estás utilizando esa retroalimentación para mejorar.

Uma boa forma de receber feedbacks genuínos é sempre pedir ao seu interlocutor que traga exemplos de pontos levantados. Assim, será mais fácil para você corrigir seu comportamento e identificar de maneira mais clara pontos de a??o.