You're struggling to make feedback effective. How can you ensure it leads to positive results?
Effective feedback is crucial for growth, but it can be challenging to deliver it in a way that drives improvement. Here's how you can make your feedback impactful:
What strategies have worked for you when giving feedback?
You're struggling to make feedback effective. How can you ensure it leads to positive results?
Effective feedback is crucial for growth, but it can be challenging to deliver it in a way that drives improvement. Here's how you can make your feedback impactful:
What strategies have worked for you when giving feedback?
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ð—˜ð—³ð—³ð—²ð—°ð˜ð—¶ð˜ƒð—² ð—³ð—²ð—²ð—±ð—¯ð—®ð—°ð—¸ ð—¶ð˜€ ð—»ð—¼ð˜ ð—·ð˜‚ð˜€ð˜ ð—®ð—¯ð—¼ð˜‚ð˜ ð—½ð—¼ð—¶ð—»ð˜ð—¶ð—»ð—´ ð—¼ð˜‚ð˜ ð˜„ð—µð—®ð˜ ð—°ð—®ð—» ð—¯ð—² ð—¶ð—ºð—½ð—¿ð—¼ð˜ƒð—²ð—±; ð—¶ð˜â€™ð˜€ ð—®ð—¯ð—¼ð˜‚ð˜ ð—³ð—¼ð˜€ð˜ð—²ð—¿ð—¶ð—»ð—´ ð—® ð—ºð˜‚ð˜ð˜‚ð—®ð—¹ ð˜‚ð—»ð—±ð—²ð—¿ð˜€ð˜ð—®ð—»ð—±ð—¶ð—»ð—´, ð—¯ð—²ð—¶ð—»ð—´ ð˜€ð—½ð—²ð—°ð—¶ð—³ð—¶ð—°, ð—²ð—»ð˜€ð˜‚ð—¿ð—¶ð—»ð—´ ð—°ð—¹ð—²ð—®ð—¿ ð—°ð—¼ð—ºð—ºð˜‚ð—»ð—¶ð—°ð—®ð˜ð—¶ð—¼ð—», ð—®ð—»ð—± ð—²ð—»ð—°ð—¼ð˜‚ð—¿ð—®ð—´ð—¶ð—»ð—´ ð˜€ð—²ð—¹ð—³-ð—±ð—¶ð—¿ð—²ð—°ð˜ð—²ð—± ð—½ð—¿ð—¼ð—¯ð—¹ð—²ð—º-ð˜€ð—¼ð—¹ð˜ƒð—¶ð—»ð—´. ð—•ð˜† ð—®ð—¹ð—¶ð—´ð—»ð—¶ð—»ð—´ ð˜‚ð—»ð—±ð—²ð—¿ð˜€ð˜ð—®ð—»ð—±ð—¶ð—»ð—´ ð—¹ð—²ð˜ƒð—²ð—¹ð˜€, ð—¯ð—²ð—¶ð—»ð—´ ð˜€ð—½ð—²ð—°ð—¶ð—³ð—¶ð—° ð—®ð—»ð—± ð—°ð—¼ð—ºð—ºð˜‚ð—»ð—¶ð—°ð—®ð˜ð—¶ð—»ð—´ ð˜ð—µð—¼ð˜‚ð—´ð—µð˜ð—³ð˜‚ð—¹ð—¹ð˜† and ð—³ð—²ð—²ð—±ð—¯ð—®ð—°ð—¸ ð—°ð—®ð—» ð—¹ð—²ð—®ð—± ð˜ð—¼ ð˜€ð—¶ð—´ð—»ð—¶ð—³ð—¶ð—°ð—®ð—»ð˜ ð—´ð—¿ð—¼ð˜„ð˜ð—µ ð—®ð—»ð—± ð—±ð—²ð˜ƒð—²ð—¹ð—¼ð—½ð—ºð—²ð—»ð˜.
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To make feedback effective, focus on being specific, timely, and constructive. Start with a positive note, addressing strengths, then highlight areas for improvement using clear examples. Frame suggestions as opportunities for growth rather than criticism. Encourage a two-way dialogue to understand their perspective and create actionable steps together. Use the "SBI" model (Situation, Behavior, Impact) to describe what happened and its effects. Follow up to track progress and show support. Most importantly, ensure your tone conveys respect and empathy — feedback should inspire, not discourage. As Ken Blanchard said, "Feedback is the breakfast of champions." When delivered right, it fuels better performance and strengthens relationships.
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- Avoid vague feedback. Instead of saying, “Improve your communication,†say, “Ensure your emails summarize key points upfront to save time.†- Explain the impact of the feedback. For example, “This adjustment will make collaboration smoother and help us hit deadlines faster.†People respond better when they see the bigger picture. - Feedback isn’t one-and-done. Check in regularly to track progress, offer support, and adjust expectations as needed.
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Personal few cents, very much prevalent in current working scenarios where challenges are immense. People forget rather neglect to learn from their mistakes. Feedbacks are often negative, a few positive ones does cheer you up. Amend your ways to take immediate corrective measures how to bridge the expectation gap. Think of a situation where the subject is in PIP mode, on razors edge. Limited time in hand ... focusing on specifics and your heartfelt actions counts the most. Keeping your motivation & confidence level high definitely works. Red >> Amber >> Green signals are your indicators. Just learn, learn & learn, positive results assured & impactful for sure ...
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first ensure a feedback for positive results, be specific what need to be done, maintain balanced positivity and constructive comments, two-way communication, provide feedback timely, follow up on progress, and create a safe, respectful environment.
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