Learn 6 feedback examples to adopt in your business

Are you on the hunt for feedback examples to improve the practical usage of this management instrument in your company?

Look no further. That is our topic.

As you probably know, talking to collaborators and showing their rights and wrongs is already an optimal engagement strategy.

Nevertheless, there are multiple feedback examples and tricks are your disposal. More tactics to improve your chances of achieving meaningful and positive results with your team.

Good feedback clarifies the key aspects a professional should improve to keep his potential in the organization unlocked.

When old ways of communicating are shady and unclear, feedback can shine the light and level the understanding between staff and leaders. The result is collaborators equipped for an efficient exercise of their roles.

The following feedback examples are good ways to start a productive feedback routine.

6 feedback examples ready to be used

We have set aside the six main strategies for assertive feedback.

1. Choose the right place

Try to choose the most suitable place possible.

Meeting rooms, lounge rooms, and training rooms could be appropriate places, as long as they are not a cold environment. The spot should be comfortable enough to have both parties feeling at ease to express themselves, be heard and understand each other.

Remember: feedback does not need to be given behind closed doors, in a quiet and austere environment a few steps away from the personal workspace.

A walk and talk around the block can be as effective as your regular options. The idea is to make the meeting interesting and involving, giving collaborators the comfort to ask for improving points and even advice.

2. Start by highlighting the good points

To get collaborators excited, feedback needs to start interestingly.

Set things off by highlighting positive aspects of the team member's performance, especially situations in which they succeeded and made a difference to the organization.

State what you found remarkable about the collaborator's feats and how you and upper management noticed they acted as a fundamental piece of the company on those occasions.

Such an opening is reassuring. It shines a positive light, and workers will feel admired and relevant. As a bonus, they will also be motivated to overcome other challenges with the skills they already have developed from previous experiences.

3. Move on to what needs to change

Showing improvement opportunities is a crucial feedback example. Even top performers will fail or miss something from time to time.?

Use feedback sessions to attend to it.

Choose your words well, focusing on key points to clarify which attitudes the collaborator should change or eliminate.

When laying things on the table, always point to examples of how to do thighs right. The practical reference will motivate staff to enhance execution.

Missteps are part of the work-life, and so is improving, for everyone.

Mention examples of other professionals who achieve good results by changing their behavior and improving performance and work quality.?

Focus on situations and solutions, not on names and personalities. The idea is to motivate even more.

4. Listen first, speak last

Start the meeting by asking the collaborator's opinion on the team's overall performance, own execution, and what would the staff member do differently if in charge.

Listen carefully first and, only after that, share your opinion.

Exercising empathy will help you understand the collaborator's perspectives.

Even if you have your feedback ready, it is important to understand how collaborators see their work routine. The strategy opens the way to assertive feedback, making sense to the worker and fostering the application of positive actions.

5. Use the feedforward technique

Have you heard of feedforward before?

It is not necessarily a feedback example, since it is a different strategy going in the opposite way of feedback.

Feedback is mostly used to analyze past actions. Feedforward is focused on the future, thinking about what needs to be done, without touching on former issues.

The conversation is about goals to be achieved from the moment of the feedback onward, focusing on accomplishment, not remediation.

It is an excellent way of practicing skills such as listening and collaboration. It also helps in the search for intelligent solutions, reinforcing personal insights.

Results can be surprising, with collaborators feeling the excitement of having a blank page in their role, ready to be written.

6. Be transparent and ask for honesty

The clearer the feedback, the easier it is for collaborators to understand the message.

Ideally, managers will keep the talk light, even when touching on delicate subjects. To be effective, ask the collaborator if everything was understood and if there are any questions.

Use the examples of feedback on this article and try to apply different aspects of each one.?

Your feedback will be more interesting, with a pleasant dynamic. It will feel like a conversation between two professionals with the same goal: company growth and career development.

After better understanding some feedback examples, it is time to organize your thoughts and engage in interesting meetings focused on the optimal usage of the information exchanged.

Remember: feedback is about enhancing your team's potential and reaching better results.

Are you ready for the challenge?

How many times a year do you get feedback?

Most of us do not use feedback much. Unfortunately, in many cases, it is a once-a-quarter event. Such low frequency happens for lacking a simple, fast and autonomous method of implementing feedback daily.

Owlisten emerged to revolutionize feedback, bringing freedom and autonomy to apply it in meetings, workshops, projects and group discussions.

Owlisten’s beta version is coming to the market with a promise to democratize frequent feedback taking into account a collective view, and helping managers and leaders find which competencies need attention and development.

Soon, you will be able to make feedback a habit to promote self-conscientiousness and contribute to constant improvement.

To be one of the first in the feedback revolution, you just need to click here to subscribe and ensure free access to the beta version .