Key Learnings from Our Feedback Session at Terviva

Giving and receiving feedback is often seen as one of the more challenging aspects of professional relationships. However, when done right, feedback can become a transformative tool for personal and professional growth. Recently, I facilitated a session at Terviva to explore this very topic, and I’m excited to share some key takeaways.

The Role of Feedback in Appraisals

Feedback serves as a bridge between current performance and potential. Without it, appraisals can feel like judgment days. With consistent feedback, they become constructive milestones. As I shared during the session, “Feedback is like a GPS for your career — it tells you when you're on the right track and when you've missed a turn.”

Continuous Feedback vs. Annual Appraisals

One of the recurring themes in our discussion was the importance of ongoing feedback. Annual reviews should never be a “surprise party” where employees hear about their performance for the first time. Instead, consistent check-ins build trust and reduce anxiety. A humorous anecdote from the session:

“An employee once said, ‘You waited until December to tell me I’ve been doing it wrong since March? I could’ve fixed it in April!’”

The Emotional Impact of Feedback

Effective feedback is about balance. Too much criticism can demotivate, while too much praise can lead to complacency. I compared it to a balanced diet: “Too much sugar (praise) and you get lazy; too much spice (criticism) and you burn out.” The trick is to create a feedback experience that feels constructive, supportive, and actionable.

Feedback as a Two-Way Street

An insightful discussion emerged around the idea that feedback isn’t just top-down; it’s a two-way street. Employees should feel empowered to share upward feedback with managers.

Aligning Feedback with Development Goals

Feedback should always connect to a larger objective. Whether it’s improving skills, enhancing behavior, or preparing for future opportunities, feedback without direction is just noise. As I put it during the session, “Feedback without a goal is like a map without destinations.”

Roleplays: Turning Learning into Action

What made this session particularly memorable was the roleplay activity. Employees stepped into scenarios to practice both giving and receiving feedback. Not only did this showcase their acting talents, but it also allowed them to experiment with real-world situations in a safe and supportive environment. The exercise sparked laughter, insights, and some truly valuable moments of learning.

Practical Tips for Feedback

To wrap up the session, we discussed practical strategies, including:

• The Feedback Sandwich: Compliment → Constructive Feedback → Compliment. Think of it as a sandwich where the bread (praise) makes the filling (criticism) easier to digest.
• Keep it informal: Quick check-ins can be just as impactful as formal reviews.
• Avoid feedback overload: Focus on the most important points to avoid overwhelming the recipient.

Final Thoughts

At Terviva, we believe that feedback is more than just a performance tool; it’s a way to build trust, foster growth, and create meaningful connections. This session was a testament to our team’s commitment to these values. I’m incredibly proud to be part of an organization where feedback isn’t just given but embraced as an opportunity to grow together.

I’d love to hear your thoughts: What’s one piece of feedback that has shaped your career? Let’s keep the conversation going!

#FeedbackCulture #LeadershipDevelopment #ContinuousLearning #TervivaTeam #GrowthMindset Manju Kohli Simmar Pal Singh Kimmy Watson, SHRM-CP