Strategies for Giving and Receiving Feedback Constructive feedback is a robust tool for creating healthy environment, boosting productivity and engagement, and achieving better results. Information Sheet: Giving and Receiving Feedback What do we mean by feedback? By providing timely, constructive, and candid feedback to your employees about their performance and career objectives, you will be an important part of their development and success. 4 Reasons Why Giving and Receiving Performance Feedback is Important. Receiving effective feedback is of value to us all however experienced we may be, and we all need to make sure we can accept and learn from constructive feedback. Giving and receiving feedback Hannah Boschen Oxford Learning Institute Tuesday 24 March 2015 . The person providing feedback should focus on the issues and offer specific examples that clearly state what needs improvement. The Benefits of Giving and Receiving Feedback for Personal Development Essay ... Benefits of giving feedback: Feedback can be beneficial in many ways. You need to know how to give it effectively and how to receive it constructively. Once you stop seeing constructive feedback as negative you can prevent your brain from eliciting these kinds of reactions. Giving feedback to team members doesn’t need to be intimidating. Good and Bad Feedback An added benefit is an increase in the effectiveness of the manager giving the feedback. No matter how performance feedback is provided, managers should learn five communication strategies to ensure their feedback is perceived to be helpful. A continuing fear of being cast out can prevent us both from receiving feedback well and giving it to others. Employee feedback is information given about a person’s actions at work, to be used as a guide for future improvement. I keep feedback in perspective and don’t overreact. It includes Tips for receiving feedback. Guidelines for receiving constructive feedback Same goes for giving feedback. Page 4 Giving and Receiving Feedback Receiving Feedback For each statement, check “rarely,” “sometimes,” or “often” to indicate how consistently you use the described behavior in the workplace. Let’s take a closer look at its value and learn how to get better at providing it. The aim of developing an open dialogue between the person giving feedback and the recipient is so that both parties are relaxed and able to focus on actively listening, engaging with the learning points and messages, and developing these into action points for future development.