Constructive feedback – why is it so important?

These days, personal development is becoming increasingly important. This applies not only to owners of large companies who create business trends, but also to any manager, specialist or regular employee. Personal development is important, and constructive feedback can greatly support it.

Constructive feedback functions:

• Promoting personal development – learning about strengths and our own weaknesses allows us to work on things that need to be improved.
• Improved interpersonal relations – better understanding of the needs and expectations of others, resulting in more effective communication with other people.
• Motivation – strengthening self-esteem and a sense of satisfaction.

But let’s start with what constructive feedback is in general? Constructive feedback is the expression of opinions and thoughts on the completion of a task or the formulation of a message.

Ability to provide feedback

Evaluating yourself – your attitudes, the way you think, the way you complete tasks, the way you present yourself – in an objective way is impossible. That’s why it’s extremely important to provide constructive feedback that will not only support personal growth, but can also prove to be a breakthrough for career development. It should come from a person who will be able to objectively assess our attitudes and skills and provide us with constructive feedback.

To fulfill the above-mentioned functions, constructive feedback should have certain characteristics. A constructive message is one that is based on facts, observations, is specific, honest and polite.

Types of feedback and the rules for providing it

Feedback can be given in different ways. There are four types of feedback: negative, positive, formal and informal. Each of them relates to slightly different aspects of our professional work or private situation, but the principles of their phrasing remain the same.

Among the principles of giving constructive feedback, we can distinguish:

• Rely on facts – instead of saying that someone “didn’t do anything,” describe exactly what activities you observed and why you made such a conclusion.
• Factuality – avoid general statements and be specific.
• Suggestiveness – instead of criticizing, suggest what can be improved to make it better next time.
• Empathy – remember that there is also a person on the other side, be ready not only to give feedback, but also to listen to the other person.
• Support – keep in mind the functions of constructive feedback, find not only the negatives, but also the positives that will act as motivation.

Examples of constructive feedback at work

Feedback for the supervisor:

“I very much appreciate your commitment and work on this project. However, your report could be more detailed in point 4, 7 and 12. Could we work together to add more information to the report?”

Feedback from the supervisor:

“Your analytical skills are at a very high level, but it is worth paying attention to the communication aspect with the team. More open team communication can bring even better results throughout the process.”

Feedback from a co-worker:

“Thank you for your support on the project. I think we could make our cooperation more effective by harmonizing our meeting calendars. Can we discuss an action plan for the coming weeks?”

Feedback during annual (appraisal) interviews:

“There is one area in which you could develop more – the ability to manage stress in difficult situations. Consider attending training in dealing with time pressure and mastering stressful situations.”

Summary

In conclusion, constructive feedback is the key to development and success in professional and personal life. It is worth giving and receiving it in an open and respectful way to the other person. It allows us to become better people, improve our skills and build lasting relationships.