Do not evaluate a person, but a job: how to give and receive feedback correctly
The ability to give and receive feedback is a useful skill that improves and facilitates your work. Allegians company IT recruiter Daria Kuznetsova offered advice on how to provide and receive feedback, and shared links to materials for an in-depth study of this topic.
— Feedback is a powerful tool that can point out both advantages and disadvantages, and help a specialist grow and achieve their goals more quickly. It is very important to give high-quality feedback. Feedback not only points out strengths and weaknesses in the work, it also affects motivation. If the feedback is of poor quality, is not thoughtful, is in the form of a reproach, or consists of unconstructive criticism, then it can demotivate the recipient and unsettle or damage your relationship with them. Feedback is primarily offered for achievements or to highlight areas that can benefit from improvement.
Who should give feedback
— There is no unanimously accepted rule as to who should give feedback and how they should do it. It varied in the companies where I worked. Each company sets its own rules on how to give feedback. Ideally, it should be done by a supervisor or mentor with whom you work. But it often happens that your manager is not very involved in your work and conduct. If you are a junior, and your supervisor is the director of the department, you may overlap very rarely. The supervisor will likely only see your results, and not the work behind them.
It is important that feedback be given by the person who oversees you and works closely with you. Higher-level managers may give biased feedback due to their lack of familiarity with your day-to-day work. For example, in one company, hiring was partially frozen. The HR director remarked to a recruiter that he had closed very few vacancies — she did not know that recruitment was frozen, so she judged him negatively as a result of his limited number of closures. In this case, the feedback should have been given by the team leader who understood the situation.
If HR gives feedback to a developer that it doesn't work with, that's also strange.
How to give feedback correctly
— The key to effective feedback is to always remember the purpose of feedback. The main task is to help a person achieve their goals and provide benefits to their employer. It is necessary not just to point out mistakes, but to help improve the work. How?
There are several rules that I suggest following when providing feedback:
How to receive feedback correctly
— How do you receive feedback correctly? I have a few simple tips:
— Feedback is an excellent tool that can help you to improve your work, look at yourself with fresh eyes, hear a different opinion, find fresh solutions, and motivate you. If the feedback is provided correctly, then the reaction will be generally be a good one as well.
Useful materials on the topic of feedback
— To learn even more about how to give and receive feedback correctly, you can take the following courses: