{"id":54544,"date":"2022-02-10T09:10:08","date_gmt":"2022-02-10T09:10:08","guid":{"rendered":"https:\/\/sii.pl\/?p=54544"},"modified":"2023-09-15T10:26:38","modified_gmt":"2023-09-15T10:26:38","slug":"the-art-of-giving-feedback","status":"publish","type":"post","link":"https:\/\/sii.pl\/en\/news-feed\/the-art-of-giving-feedback\/","title":{"rendered":"The art of giving feedback"},"content":{"rendered":"

Feedback is about telling the other party what consequences their behavior has for us or for others, and what our expectations are. It is not about evaluation or criticism, but about building a common ground for mutual development. These beneficial effects of being able to give one another precise feedback are of exceptional value, especially in professional relationships. In addition, they have a positive impact on the atmosphere in the team and determine high efficiency in the field of cooperation. <\/strong><\/p>\n\n

Why would you provide any feedback at all? <\/strong><\/h2>\n\n

Let’s illustrate why feedback is so important.<\/p>\n\n

There is a seemingly romantic story circulating on the Internet. The husband and wife have been together for 30 years. Throughout this time, she\u2019d cut a piece of fresh bread for her husband every morning, sharing with him the most delicious part. Sounds wonderful, doesn’t it? But there is more to this story – on the 30th wedding anniversary, the wife thought: “I have been a good mate for years, maybe today, at least once, I will keep the heel for myself” and gave her husband a buttered slice from the center of the bread. Imagine her surprise when her overjoyed husband exclaimed, \u201cYou gave me an incredible gift today, my love! For 30 years, I have eaten heels so that you could eat the tastier part of the bread!\u201d.<\/p>\n\n

How much more pleasant their mornings during these 30 years could have been, if they had given feedback on their actions and their own needs – each of them would have enjoyed what they liked the most.<\/p>\n\n

It’s worth talking about. But how should you say it? <\/strong><\/h2>\n\n

The most common communication problem we face in professional contact is the need to provide negative feedback. How to do it so that the recipient correctly understands the intentions of the feedback and that he or she is not sorry?<\/p>\n\n

In the beginning, you should consider the purpose of the feedback provided. What do I want to convey? Why is it important, and how will it benefit the other party?<\/p>\n\n

There are several reasons for negative feedback. First, there is a desire to improve the results of your work – if you want a colleague to develop through it or to fix their shortcomings – you can’t keep the comments to yourself. Secondly, the willingness to improve relations within the team – communicating what is important to you in your working relationship will increase its value and quality. Other reasons may be the improvement of operations, the development of independence, the ability to delegate tasks and define responsibility, i.e. the development of subordinates’ competencies.<\/p>\n\n

To minimize the risk of potentially hurting the other person, define your intentions and make them transparent at the beginning of the conversation. We should never engage in a conversation while our emotions are exploding.<\/p>\n\n

The second important element is the preparation and technique of the interview. The course of the discussion determines its effect.<\/p>\n\n

Fill<\/span> out<\/span> the<\/span> form<\/span> below<\/span> to<\/span> gain<\/span> access<\/span> to<\/span> the<\/span> S.<\/span> P.<\/span> A.<\/span> N.<\/span> C.<\/span> A.<\/span> interview<\/span> technique<\/span>.<\/span><\/a><\/p>\n\n

Giving feedback <\/strong><\/h2>\n\n

Giving feedback has many benefits. To sum it up:<\/p>\n\n