How to Give Feedback

• Workplace feedback should focus on current job performance and getting along with others, not about a persons private life, personality, or past actions.
• Give feedback as soon as possible after the action or job is completed.
• Be as specific as possible and give concrete examples.
• Choose an appropriate time and place.
• Make sure your information is correct.
• Always present positive feedback along with constructive comments.
• Identify the desired results.
• Recommend ways to improve.

How to Receive Feedback

• Try to keep an open mind and look for ways to improve.
• Avoid responding until the person is done talking.
• Maintain eye contact and use a pleasant tone of voice.
• Don’t dwell on the negative feedback.
• Repeat what you heard.
• Ask for as much detail as possible.
• Thank the person for the constructive criticism.

Learning to give and receive feedback gracefully will make you a better employee and give you important skills for relating to people both on and off the job.

How to Give Feedback

• Workplace feedback should focus on current job performance and getting along with others, not about a persons private life, personality, or past actions.
• Give feedback as soon as possible after the action or job is completed.
• Be as specific as possible and give concrete examples.
• Choose an appropriate time and place.
• Make sure your information is correct.
• Always present positive feedback along with constructive comments.
• Identify the desired results.
• Recommend ways to improve.

How to Receive Feedback

• Try to keep an open mind and look for ways to improve.
• Avoid responding until the person is done talking.
• Maintain eye contact and use a pleasant tone of voice.
• Don’t dwell on the negative feedback.
• Repeat what you heard.
• Ask for as much detail as possible.
• Thank the person for the constructive criticism.

Learning to give and receive feedback gracefully will make you a better employee and give you important skills for relating to people both on and off the job.

• Set up a meeting with everyone involved in the conflict.

• Clearly acknowledge that there is a conflict and agree to the nature of it.

• Have all parties state their position using “I” statements.

• Ask specific questions about the dilemma.

• Have the other person or persons repeat back your position, so you know they hear and understand you completely.

• Have everyone state his or her desired outcome.

• Agree to work towards an agreement that satisfies as many people as possible.

• Schedule follow-up sessions if needed.

When discussing conflicts, it’s crucial to use non-inflammatory language and to avoid attacking the other person. When parties can talk about their differences objectively in a calm environment, they have the best chance of reaching at an agreeable outcome.