Effective feedback at work - more than praise or criticism

2025-06-11

Why feedback is essential?

• Point for - It helps to understand what you expect, what the right direction is.

• Motivate - Recognition increases commitment.

• Develop - Constructive feedback offers learning opportunities.

• Build a connection - Open communication develops a trust atmosphere.

⚖️ Types of feedback

1. Positive feedback: Focus on strengths and performance.

   Eg: "You built the presentation very well, it was followable and interesting."

2. Constructive criticism: He does not hurt, but helps develop.

   Eg: "The presentation was good, but the introduction reached a little long - next try it next."

3. Development -oriented feedback: Together, you are looking for a solution, it gives you direction.

   Eg: "How do you think how to be more effective next time?"

🛠️ 4 methods for effective feedback

1.

Timize well

Feedback to fresh experience is much more effective. Don't wait weeks!

2.

Use specific examples

Avoid generalities! Instead of "good work", tell me exactly what was good.

3.

Have a balance

Don't just be about mistakes or just praise - there should be strength and potential for development.

4.

Make it interactive

Ask back, "How did you feel?" - This involves and allows for common development.

🧠 The culture of feedback: not a technique but an attitude

Effective feedback is not a one -time act but part of an entire organizational culture. The development of the feedback culture means that the team members are open to learning, to help each other, and to develop continuously.

We give the Lifetraining Training of tools that they also work in practice: situational exercises, feedback techniques, communication games, leadership coaching tools.

🧪 Mini Test: How well do you give feedback?

• Do I use concrete examples? ✅

• I'll tell you what the other did well? ✅

• Am I wording in a language that is not offensive? ✅

• Do you have feedback? ✅

If you have at least 3 pipes, you are on the right track!

📚 Tip by the end: the "SBI" model

SITUATION - BEHAVIOR - IMPACT

1. Situation: "At Monday's meeting…"

2. Behavior: "… when you interrupted the presentation ..."

3. Effect: "… it disturbed the others and it was difficult to return to the subject."

This method helps to give feedback objectively and respect.