# 1 What does "Feedback" mean?
Feedback is a word derived from English. In practice, it is understood as any information that is given back, such as the assessment of a specific topic, commentary, sharing thoughts and giving opinions.
# 2 Feedback - praise or criticism?
The context, tone and manner of expression, as well as the environment and attitude of the sender of the message have a huge impact on how it will be received by the recipient. Even the most thoughtful praise can be negatively received by the recipient if we do not care about the way it is transmitted. The same goes for criticism.
# 3 Critical feedback doesn't have to be bad.
Criticism in most cases seems to be perceived as something negative, unpleasant and uncomfortable for a criticized person. Everyone likes to be praised, that goes without saying. However, did you know that criticism does not always demotivate people? Healthy criticism is the basis of our development because it affects human consciousness in the context of what it should work on to achieve a better effect.
# 4 Benefits of giving feedback.
Skillfully given feedback does not discourage the person who receives it does from continuing to work efficiently, on the contrary - they feel more motivated, willing to improve and develop further.
# 5 Focus on the task, not the person.
The most important aspect to keep in mind when providing feedback is to focus on the task that a specific person was supposed to perform, not on a person.
● Incorrect example: "You have completely failed this task, you are unprofessional."
● Correct example: "I see you tried hard, but next time use warmer colors in this advertisement to make them more eye-catching."
In this way you point at a problem that can be improved. Thanks to this, the employee knows that the problem is not in himself and does not cause an excess of negative feelings. This way of communicating motivates to improve behavior.
# 6 Feedback and cause and effect chain.
In order for feedback to be reliable, the recipient should be made aware of the consequences of his actions and which he should strive for. Thanks to this, we indicate a clear cause-and-effect sequence that allows a better understanding of the problem and increases the desire for its improvement in the future.
# 7 Don't judge and you won't be tried.
The assumption that someone did something intentionally mey be both wrong and very harmful to the person in question. To create solid feedback, first talk to the person, ask about the motive of the action and learn their reasoning. Instead of saying "it's hopeless" right away, ask "why do you think this will be the best solution?"
# 8 Feedback in private or in public?
Always provide the right conditions for feedback. Negative feedback is best given on a one-to-one basis, and positive feedback can also be given publicly.
# 9 Positive attitude.
A good atmosphere can be created simply by your smile and open attitude in which both positive and negative aspects of work will find their place. By providing feedback, you communicate to the other person that although he or she made a mistake, it is not the end of the world. If you you congratulate someone on " a good job", you suggest that this is not just the beginning of success.
# 10 Who is the feedback for?
Feedback is really important to everyone. It can create a mutual relationship on many levels.
# 11 How to receive feedback?
When the feedback you get is positive, you are obviously glad that someone appreciated your efforts. When feedback is a constructive criticism, instead of expressing anger, regret and dissatisfaction, it is better to remember that a person does not directly assess you, but your behavior. It is best to draw conclusions and see the bright side of every situation as well as not to make the same mistake the next time.
Feedback is a natural part of our lives. It is important for both your development and the functioning of the entire company. Properly provided feedback can motivate an employee, help reduce errors and lead to the proper functioning of the entire organization.
If you want to learn more about how to give correct feedback in the context of recruitment, read our article on candidate experience.