Several surveys show that employees want to receive more feedback than they currently do. From practice, we often find that giving and asking for feedback does present a challenge. After all, the feedback giver never knows how the receiver is going to react. The trick is to put aside the negative preconceptions of feedback and give it a try. To avoid miscommunication and friction, it is a good idea to include employees not only in giving and asking for feedback but certainly also in receiving feedback. While we say we all like feedback, it can also be difficult. After all, we're all too eager to belong, do well and be loved, and when that's not the case for a while, it hurts. With these 6 tips, we'll help you become a pro at receiving feedback.
1. Listen
Listen carefully to the feedback being given. Summarize what you have heard and check for accuracy by asking if you understood what the other person meant. Also take the space to ask the other person questions when something is not clear. This way you avoid miscommunication and know how to turn the received feedback into points of improvement.
2. Take time to process feedback received
Feedback always affects you, that's a fact. That's because it's always about you. Whether it is positive or constructive, there are always emotions involved. Take time to process these emotions. After this phase of reflection comes a phase where you can think about what you can learn from the feedback.
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3. Don't get defensive
Be open to constructive feedback. Remember: feedback is always meant to make you better. The other person has taken his/her time to give you feedback. When you get defensive, you damage trust and the other person's valuable thoughts will be lost.
4. Engage in conversation after receiving feedback
An online tooling like Treams can make it very easy to ask and give feedback to others at any time of the day. It is important for both the giver and the receiver that you start the conversation about the feedback given/received. By starting the conversation, you can avoid misunderstandings and go further in depth about the feedback given/received. This way you help each other grow.
5. Do something with the feedback received
Of course, you decide what to do with the feedback. First consider what you think of the feedback and think about what the other person has said. Is it correct? Are there things you can change in the short term? Do something with the feedback, or deliberately do nothing with the feedback. The point is to think about what the other person has said and whether you want to do something with it.
6. Thank you!
Above all, don't forget to say thank you. You may not always be happy with the feedback the other person has given, however, the other person has made the effort to help you. Build the relationship with the other person and appreciate them for their help in your development.