{"id":4522,"date":"2022-10-13T06:44:52","date_gmt":"2022-10-13T05:44:52","guid":{"rendered":"https:\/\/blog.alison.com\/?p=4522"},"modified":"2022-10-13T08:22:28","modified_gmt":"2022-10-13T07:22:28","slug":"how-to-give-and-receive-feedback","status":"publish","type":"post","link":"https:\/\/alison.com\/blog\/how-to-give-and-receive-feedback","title":{"rendered":"How to Give and Receive Feedback"},"content":{"rendered":"<p><span style=\"font-weight: 400;\">When we think, let alone hear the term \u201cfeedback\u201d, we can become paralyzed at the thought of what we\u2019ll hear about our performance. If you&#8217;re giving feedback, it feels uncomfortable. As much as we may not enjoy it, feedback is a necessary part of our growth. Keep reading to learn how to give and receive feedback.<\/span><\/p>\n<h2><b>What Is Feedback?<\/b><\/h2>\n<p><span style=\"font-weight: 400;\">Feedback is a two-way communication system where a sender delivers a message to a receiver that is to be interpreted. It is the response given by the receiver after perceiving a message.<\/span><a href=\"https:\/\/bizcommunicationcoach.com\/what-is-feedback-definition-of-feedback-in-communication\/\"> <span style=\"font-weight: 400;\">Bartol &amp; Martin<\/span><\/a><span style=\"font-weight: 400;\"> define feedback as \u201c\u2026the receiver\u2019s basic response to the interpreted message\u201d. It is a peer-to-peer interaction and while it is primarily used in the workplace or school (reports), it can also be found and used in personal relationships and settings outside the office.<\/span><\/p>\n<h2><b>The Benefits of Feedback<\/b><\/h2>\n<p><span style=\"font-weight: 400;\">Feedback is a vital<\/span><a href=\"https:\/\/alison.com\/course\/supervision-effective-communication-skills?utm_source=alison-blog&amp;utm_medium=referral&amp;utm_campaign=blog-course-marketing\"> <span style=\"font-weight: 400;\">communication process<\/span><\/a><span style=\"font-weight: 400;\"> of any development. It set a good foundation for an effective<\/span><a href=\"https:\/\/alison.com\/course\/how-to-design-a-performance-management-system?utm_source=alison-blog&amp;utm_medium=referral&amp;utm_campaign=blog-course-marketing\"> <span style=\"font-weight: 400;\">performance management system<\/span><\/a><span style=\"font-weight: 400;\"> for companies. When feedback is given and received well, it can result in phenomenal changes between the individuals, the organisation, and how it operates.<\/span><\/p>\n<ul>\n<li><strong>Improved performance.<\/strong><span style=\"font-weight: 400;\"> Individuals have a clear understanding of what is expected of them. This allows them to develop skills and stretch themselves.<\/span><\/li>\n<li><strong>Increased<a href=\"https:\/\/alison.com\/course\/employee-engagement?utm_source=alison-blog&amp;utm_medium=referral&amp;utm_campaign=blog-course-marketing\"> employee engagement<\/a>.<\/strong><span style=\"font-weight: 400;\"> Employees become more active and interested in their advancement and will be more open to doing regular check-ins to assess their progress.<\/span><\/li>\n<li><a href=\"https:\/\/alison.com\/course\/human-resources-employee-onboarding-and-motivation?utm_source=alison-blog&amp;utm_medium=referral&amp;utm_campaign=blog-course-marketing\"><strong>Motivation<\/strong><b> tool.<\/b><\/a><span style=\"font-weight: 400;\"> Effective feedback and communication drives staff to reach individual goals and work harder together to achieve team and company objectives.<\/span><\/li>\n<li><strong>Keeps track of goals<\/strong><span style=\"font-weight: 400;\"><strong>.<\/strong> Actionable targets given to individuals in feedback sessions create a clear target to aim for. This also makes it easier to achieve as the worker knows what steps they need to take.<\/span><\/li>\n<li><strong>Feedback enhances growth.<\/strong><span style=\"font-weight: 400;\"> \u201cUnlearn to learn\u201d. The goal of feedback is to promote individual, team, and an organisation\u2019s growth. Effective feedback has great benefits that can contribute to individual and organizational success.<\/span><\/li>\n<\/ul>\n<h2><b>How to Give Feedback<\/b><\/h2>\n<p><span style=\"font-weight: 400;\">At its core, feedback should focus on quality sessions and check-ins and focus less on the number of sessions you have. These sessions need to be focused, actionable and effective. Whatever capacity you\u2019re in that requires you to give feedback, you need the right tools to ensure your message lands with the receiver. The OILS Framework is a powerful and structured tool that can be used to give and receive feedback. Let\u2019s explore further below.<\/span><\/p>\n<ul>\n<li><strong>Observation.<\/strong> <span style=\"font-weight: 400;\">The first step is to frame the feedback from an objective standpoint. You should also refer to a specific event or time.<\/span><\/li>\n<li><strong>Impact\/Interpretation.<\/strong> <span style=\"font-weight: 400;\">Here, you explain how the event and the actions affected you \u2013 how you felt or behaved.<\/span><\/li>\n<li><strong>Listen.<\/strong> <span style=\"font-weight: 400;\">This step invites the receiver to contribute to the exchange and provide context, an apology, or an explanation for their behaviour. This will also allow the receiver to be an active participant in the dialogue and not feel like they are being \u2018spoken at\u2019 instead of being \u2018spoken with\/to\u2019.<\/span><\/li>\n<li><strong>Suggestion.<\/strong> <span style=\"font-weight: 400;\">The last technique in the framework brings it all together. As the giver, you can provide some thoughts and suggestions on the next steps to take and how best to move forward. You can come up with an action plan with things you both can do for a better outcome.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">OILS is a simple yet powerful framework for effective feedback.<\/span><\/p>\n<h2><b>How to Receive Feedback<\/b><\/h2>\n<p><span style=\"font-weight: 400;\">We would all rather not hear any negative feedback relating to our performance in any area. However, an inability to tolerate feedback is an inability to allow yourself<\/span><a href=\"https:\/\/alison.com\/course\/diploma-in-emotional-intelligence?utm_source=alison-blog&amp;utm_medium=referral&amp;utm_campaign=blog-course-marketing\"> <span style=\"font-weight: 400;\">personal growth<\/span><\/a><span style=\"font-weight: 400;\">. We need to recognise that all feedback, when given properly, can be received openly and with an understanding that it\u2019s an opportunity to grow in certain areas.<\/span><\/p>\n<ul>\n<li><b>Be open<\/b><span style=\"font-weight: 400;\">. Hearing feedback is not the brightest part of anyone\u2019s day. It is however important to remain open to hear the feedback. Good or bad, receive and then decide on how you will proceed with what has been given to you.<\/span><\/li>\n<li><b>Be an<\/b><a href=\"https:\/\/alison.com\/course\/essential-soft-skills-listening?utm_source=alison-blog&amp;utm_medium=referral&amp;utm_campaign=blog-course-marketing\"> <b>active listener<\/b><\/a><b>.<\/b><span style=\"font-weight: 400;\"> During the feedback session, try to repeat and affirm what you have heard. This active listening skill allows you to hear the truth, no matter how hard, without being defensive. It ensures you\u2019ve heard what is being said and not the emotions that comes with it.<\/span><\/li>\n<li><b>Review.<\/b><span style=\"font-weight: 400;\"> Request clarity. Ask questions. Take time to process what was discussed and come back for a follow-up conversation, if necessary.<\/span><\/li>\n<li><b>S.I.F.T through the feedback. <\/b><span style=\"font-weight: 400;\">The SIFT acronym means you should consider the <\/span><i><span style=\"font-weight: 400;\">source <\/span><\/i><span style=\"font-weight: 400;\">(who is the feedback coming from)<\/span><i><span style=\"font-weight: 400;\">, impact <\/span><\/i><span style=\"font-weight: 400;\">(what is the impact of the feedback given)<\/span><i><span style=\"font-weight: 400;\">, frequency <\/span><\/i><span style=\"font-weight: 400;\">(is this something you hear often or is it the first time the issue is being raised)<\/span> <span style=\"font-weight: 400;\">and <\/span><i><span style=\"font-weight: 400;\">trends <\/span><\/i><span style=\"font-weight: 400;\">(is this feedback coming from work, home, school or other)<\/span> <span style=\"font-weight: 400;\">from your feedback session.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">If you feel that there are skills gaps in your resume and highlighted areas that you could grow in, building your resume can pinpoint these areas.<\/span><\/p>\n<p style=\"text-align: center;\"><a href=\"https:\/\/alison.com\/cv?source=top-nav-bar&amp;utm_source=alison-blog&amp;utm_medium=referral&amp;utm_campaign=blog-resume\"><img loading=\"lazy\" decoding=\"async\" class=\"alignnone wp-image-4422 size-full\" src=\"https:\/\/blog.alison.com\/wp-content\/uploads\/2022\/05\/Resume-Builder_Blog_CTA.png\" alt=\"\" width=\"300\" height=\"75\" \/><\/a><\/p>\n<p><span style=\"font-weight: 400;\">Learning how to give and receive feedback is an ongoing process that requires practice and a healthy dose of honesty. But it can get better over time. It\u2019s a two-way street that needs to be given and received constructively for lasting change and impact.<\/span><\/p>\n","protected":false},"excerpt":{"rendered":"<p>When we think, let alone hear the term \u201cfeedback\u201d, we can become paralyzed at the thought of what we\u2019ll hear about our performance. If you&#8217;re giving feedback, it feels uncomfortable. As much as we may not enjoy it, feedback is a necessary part of our growth. Keep reading to learn how to give and receive [&hellip;]<\/p>\n","protected":false},"author":17,"featured_media":4523,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[4],"tags":[],"class_list":["post-4522","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-alison-in-action","match-height"],"featured_image_src":"https:\/\/alison.com\/blog\/wp-content\/uploads\/2022\/10\/Blog_header_Give_and_Receive_Feedback.png","featured_category":"Alison in Action","_links":{"self":[{"href":"https:\/\/alison.com\/blog\/wp-json\/wp\/v2\/posts\/4522","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/alison.com\/blog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/alison.com\/blog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/alison.com\/blog\/wp-json\/wp\/v2\/users\/17"}],"replies":[{"embeddable":true,"href":"https:\/\/alison.com\/blog\/wp-json\/wp\/v2\/comments?post=4522"}],"version-history":[{"count":3,"href":"https:\/\/alison.com\/blog\/wp-json\/wp\/v2\/posts\/4522\/revisions"}],"predecessor-version":[{"id":4528,"href":"https:\/\/alison.com\/blog\/wp-json\/wp\/v2\/posts\/4522\/revisions\/4528"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/alison.com\/blog\/wp-json\/wp\/v2\/media\/4523"}],"wp:attachment":[{"href":"https:\/\/alison.com\/blog\/wp-json\/wp\/v2\/media?parent=4522"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/alison.com\/blog\/wp-json\/wp\/v2\/categories?post=4522"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/alison.com\/blog\/wp-json\/wp\/v2\/tags?post=4522"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}