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Many people have trouble responding to this question. Some people dread receiving feedback because it’s typically seen as a bad experience. It’s simple to sometimes take it too seriously. But don’t we all want to know what we can do better the next time?

This article has all the information you require for giving and accepting feedback.

Is critiquing a gift?

Let’s imagine that you receive a gift on your birthday. With eager anticipation, you remove the gift wrapper and puncture yourself with needles hidden within a pillow. Something you don’t care about to sew with. Before continuing, you mumble “thank you.”

If the goal was to provide negative feedback, it succeeded. It is criticism, not feedback, if you state you don’t like to sew and that the gift will have to be different in the future. You’ve conveyed your point without offering the person presenting the gift any specific suggestions on how to make it better.

The feedback is given through conversational techniques.

In practice, we still encounter feedback that, like a dead-end road, goes nowhere. What steps can you take to ensure a constructive, two-way communication during a feedback session? Giving feedback is just talking about how the actions of the other person affects you. It’s likely that the other person will pay close attention to you if you can keep this to yourself.

How you say it will affect its impact. As a result, I chose to say, “I noted that you were tapping your pen and it distracted me; the next time you leave your pen, your tale will get the attention it deserves,” as opposed to, “I can’t accomplish anything with that nervous fidgeting you’re doing with that pen.”

Give suggestions and do so promptly.

Keep in mind that a constructive feedback conversation is one in which you offer suggestions on how to accomplish things more effectively along with criticism of someone’s conduct or attitude. The benefits that this change delivers can be cited. For maximum results, provide comments right away or as soon as you are able after noticing the behavior. It would be a waste of time for both of you to revisit it in six months. Even though you’ve been considering it for a while, the other person might no longer comprehend what you’re saying. The conversation is therefore a missed opportunity.

Is receiving compliments together with critiques preferable?

‘You’re doing fantastically well! ‘ is not the same as sugar-coating: ‘You’re doing fantastic! ‘Better not.’ ‘I have a list of things you can do better.’ ‘Your presentation was truly fantastic, really, really great! This could be utilized to counter your well-crafted statement. The receiver is no longer required to pay close attention to the tip. It’s also inconvenient to complement someone on a great clothing before stating a series of behavior development criteria.

How would you approach doing it?

Feedback exchange naturally involves both giving and receiving feedback. Is it feasible to carry out tasks properly without ever getting feedback? That is up for debate. I suggest aggressively seeking criticism if you want to keep getting better. Ask an authority in your field for advice; you’ll usually learn the most from someone with a lot of knowledge or experience.