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Feedback: StaffTalks with Karen Vardanyan


Giving and receiving constructive feedback is an important tool in the workplace. What is feedback and why do we need it? Feedback culture keeps focusing on straight feedback between employees, managers and executives. Everyone can benefit from constructive feedback. It can increase staff morale, help each team member learn about themselves, their strengths and weaknesses and, finally, learn how this or that action may affect the others. The ability to give genuinely constructive feedback is vital in the workplace. If you’re a manager and are responsible for developing others, you’ll likely have to inform employees whether their performance meets the standard required or not. Still, it is quite tricky to give constructive and effective feedback. This is a delicate situation and one that requires tact and preparation. But, if done effectively, providing feedback can not only improve performance but also motivate people and strengthen relationships.In this article, we talk how important is to plan a feedback session and how to give feedback in a positive manner, to know techniques for handling bad reactions to feedback, as well as how to give feedback to people at different organizational levels. There are several strategic points of feedback culture that will help to build it in the workplace.

What are the benefits of integrating the culture of feedback in the workplace?

  • High employee engagement
  • More positive workplaceProfessional growth
  • Continuous learning
  • Increased confidence
The importance of giving and receiving feedback is undisputed this is why most leading companies are using feedback culture as a vital part of the work process.

There are three types of feedback that are interconnected and equally important

  • Appreciation (the way of building a relationship, encouraging and appreciating)
  • Coaching (the way of assisting others to grow and improve)
  • Evaluation (the way of comparing to standards or others, aligning expectations and informing decision making)

Finally, here is a short strategy guideline on how to get the most out of feedback.

  • Start with positive feedback
  • Be clear and specific about the object (examples may be used)
  • Be objective
  • Choose the right time to give feedback
  • Exclude negative language
  • Get face to face meeting
  • Offer solutions
  • Make the process of giving and receiving feedback continuously

Think about the last time you received feedback. Did it motivate you? Did it make you better at your job? The type of feedback we receive and how that feedback is communicated affects whether we are high-performers or lackluster employees.
The interview with Karen Vardanyan, co-founder of Alvarium consulting agency reveals more practical information, the core issues and the usage of feedback in the workplace.