How can you use the latest trends in constructive feedback to improve your team's performance?

1 The power of positive feedback

Positive feedback is not just a way of praising your team members, but also a way of reinforcing their strengths, motivating them to keep up the good work, and building trust and rapport. Research shows that positive feedback can boost productivity, creativity, and engagement, as well as reduce stress and turnover. To give positive feedback effectively, you should be specific, timely, sincere, and balanced. Avoid generic compliments, vague statements, or excessive flattery. Instead, focus on the behavior, outcome, or impact of the team member's work, and how it contributes to the team's goals and values.

2 The art of negative feedback

Negative feedback is also important for improving your team's performance, but it can be challenging to deliver it without hurting feelings, damaging relationships, or triggering defensiveness. To give negative feedback effectively, you should be respectful, constructive, and supportive. Avoid harsh criticism, personal attacks, or blame. Instead, focus on the facts, the expectations, and the solutions. Explain what went wrong, why it matters, and how it can be improved. Provide specific examples, suggestions, and resources. And don't forget to express your confidence and appreciation for the team member's efforts and potential.

3 The benefits of feedback-seeking

Feedback-seeking is the practice of actively asking for feedback from others, rather than waiting for it to be given. Feedback-seeking can help you improve your team's performance by enhancing your self-awareness, learning, and adaptation. It can also signal your openness, curiosity, and humility, and encourage a feedback-friendly environment in your team. To seek feedback effectively, you should be clear, focused, and proactive. Avoid vague or general questions, or asking for feedback only when things go wrong. Instead, ask for specific and actionable feedback on a particular aspect of your work, and do it regularly and consistently.

4 The role of feedback-giving

Feedback-giving is the practice of voluntarily offering feedback to others, rather than withholding it or being asked for it. Feedback-giving can help you improve your team's performance by sharing your insights, perspectives, and expertise. It can also demonstrate your care, respect, and commitment, and foster a feedback-rich culture in your team. To give feedback effectively, you should be relevant, timely, and respectful. Avoid giving feedback that is unsolicited, outdated, or inappropriate. Instead, give feedback that is relevant to the team member's work, goals, and development, and do it soon after the event or behavior, and with their consent and interest.

5 The value of feedback-receiving

Feedback-receiving is the practice of accepting and responding to feedback from others, rather than rejecting or ignoring it. Feedback-receiving can help you improve your team's performance by incorporating new information, ideas, and opportunities. It can also show your gratitude, professionalism, and growth mindset, and inspire a feedback-responsive culture in your team. To receive feedback effectively, you should be attentive, curious, and appreciative. Avoid being defensive, dismissive, or argumentative. Instead, listen actively, ask clarifying questions, and thank the feedback giver. And don't forget to act on the feedback, or at least explain why you can't or won't.

6 The importance of feedback-follow up

Feedback-follow up is the practice of checking in with others after giving or receiving feedback, rather than leaving it unresolved or forgotten. Feedback-follow up can help you improve your team's performance by ensuring that the feedback is understood, implemented, and evaluated. It can also reinforce your feedback culture and climate by showing your accountability, support, and recognition. To follow up on feedback effectively, you should be consistent, collaborative, and celebratory. Avoid being inconsistent, intrusive, or punitive. Instead, set clear expectations, monitor progress, and provide feedback on the feedback. And don't forget to celebrate successes, learn from failures, and acknowledge efforts.

7 Here’s what else to consider

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