Receiving Feedback

Most people want to know how to give constructive feedback that people will value and take, but not everyone knows what the best time is. This article will go through the different types of feedback, as well as the importance of getting feedback. The first part will cover when it’s appropriate to give someone feedback. The second part will talk about the different types of feedback: verbal, written, and behavioral. Lastly, we’ll talk about models for receiving constructive feedback.

The first thing you should remember is that giving constructive feedback should be done at a time when both you and your recipient are in good moods and have plenty of time if anything needs correction or explanation in a more detailed version. For example, if you’re meeting with a friend during your lunch break at work, it will be much harder to give them constructive feedback.

When you give feedback in a positive mood, they should be able to remember the experience and how they can improve in the future. If you’re going to go out and party before giving feedback, then the recipient should be able to actually hear what that is. If you’re just going to have some drinks with friends after work, then there’s a chance they won’t remember what it was about or what was said afterward.

A good time for giving constructive feedback is when you and your recipient are both relaxed and open to hearing what they did wrong. Your recipient should be able to sit and listen to what you have to say and remember things that they did. They shouldn’t be in a rush or going through a lot of things at once.

Different Types of Feedback

Verbal Feedback

The next part is the different types of feedback: verbal, written, and behavioral. The first one is verbal feedback, which should be given in a private place where the two people can be as quiet as possible. Avoid giving feedback in areas like cubicles, open hallways or rooms, or anywhere with very little privacy. This type of feedback can be given over the phone or face-to-face depending on how comfortable that person would feel giving you the conversation in person.

Verbal feedback should be given in a serious, professional tone. This means being on time, talking about the subject at hand and not about other things, and making sure that you don’t get distracted when talking. Start off with a positive statement to avoid hurting the recipient’s feelings. For example: “You really did a good job organizing that event; I was really impressed. Now, let’s talk about what you can do to improve upon this next time.”

Written Feedback

The second type of feedback is written feedback, which is very similar to verbal feedback except that it is given in writing rather than face-to-face. The person receiving this should read the feedback before they have a chance to prove that they did something wrong. They should be in a private area when you’re giving this feedback like a room or in your car.

This means writing, like email, not texting, and even not Twitter or Facebook goes over what you’re saying and doesn’t include any other information. This is very important because it shows that you actually care about the recipient as well as that it will help them be more organized for future events or even activities. It should be done so that recipient will be able to remember what you said and can actually take action on it at a later time if needed.

Behavioral Feedback

The final type of feedback is behavioral feedback, which can be hard to give someone. This means you’re not simply pointing out what they did wrong but also how they can improve their behavior in the future. This can be done at any time and doesn’t require privacy, although it may be more effective when given in a private area just in case something needs to be explained further or corrected.

The recipient should also know what you expect of them and the next time you will need this done. For example: “You didn’t get me that report last week, but I know that doing that was probably difficult because your computer crashed on you at home. It’s okay to not get everything done in the time you were supposed to, but at least let me know if you’re going to be a little bit late so I can help you out.”

Receiving Constructive Feedback

The next part is about receiving constructive feedback. This can be very difficult for someone who has never received it before, but it also can make them very happy and better employees for the future. The first thing is that a person should never take constructive feedback personally for any reason. This means the recipient should not feel upset or like they did something wrong because this type of behavior isn’t helpful in any way.

A good tip for receiving constructive feedback is to try to look at it as something that can help them improve without even thinking about what was said. It also helps to get this type of feedback in a private place so that it can be more personal and not something that everyone else around will be hearing. It’s also a good idea if you’re getting this type of feedback, whether face-to-face or in writing, to take it at your own pace and not let other things distract you while you’re reading the paper or clicking through an email.

Conclusion

The final part is addressing mistakes positively without making the recipient feel like they did something wrong because of what they did. This means the person should be told exactly what they did wrong. They shouldn’t be told what you want them to do instead if they did something wrong or you want them to do it differently.

This means the recipient has to look at it in a positive way and not take it as criticism. It can be done in writing or face-to-face depending on how much communication there is between the two of you and how often you need that type of feedback.