Presentation topic:

“GIVING AND RECEIVING CONSTRUCTIVE FEEDBACK”

SUBMITTED TO:

SADIA SHOUKAT.

SUBITTED BY:

BIRRA MAZHAR(15)

AQSA NASAR(25)

MUBASHIR ABBAS(40)

SESSION:

2022-2024

UNIVERSITY OF SARGODHA.
What is feedback?
Feedback is a response to a person’s activity with the purpose of helping them adjust to become more
effective. Feedback comes in various forms, including evaluative (how you did and where you are),
appreciative (how you are valued and recognized), and coaching (how you can improve).

what is constructive feedback?

Constructive feedback is basically feedback that is aimed at improving a person’s performance or
behavior, helping the recipient learn, grow, and develop their skills, being focused on behaviors and
actions that can be changed or improved and being honest, specific, and actionable.

The purpose of constructive feedback is to:

1. Offer guidance and support for the recipient to improve their performance or behavior.
2. Help the recipient identify areas for improvement and give them specific suggestions on how to
make those improvements.
3. Boost the recipient’s confidence by acknowledging their strengths and highlighting the progress
they have made.
4. Create a culture of continuous improvement and growth, as it provides individuals with valuable
information that they can use to learn and develop their skills.

Constructive feedback is more than stringing a few positive words of encouragement–it’s rooted in
behavioral improvement.

5 Tips to offer constructive feedback positively in the workspace:

When it comes to understanding how to give constructive feedback, consider the following
expert-approved tips:-

1. Choose the right time and place to give feedback:

When it comes to offering constructive criticism, timing and setting can be just as important as the
message itself. It’s essential to choose an appropriate time and place that is comfortable and conducive
to productive feedback–like offering feedback in-person or via video instead of emails or the phone.

● Schedule a meeting in advance: This will give everyone time to prepare for the
feedback session and ensure that they have set aside enough time to discuss the issue
at hand.
● Keep the meeting short and focused: Try to keep the meeting to around 30 minutes or
less, and focus on specific areas that need improvement rather than giving general
feedback.
● Use video conferencing: Face-to-face communication is always more effective than
written feedback. Using the Zoom integration within Nifty will allow you to see and hear
the person you are giving feedback to, which can help build rapport and trust.
● Be specific: Make sure your feedback is clear, concise, and specific. Avoid using vague
or general language that could be misinterpreted.
2. Focus on observation and not inference
● Stick to the facts: Base your feedback on what you observe rather than what you think or
assume. This makes your criticism more objective and less personal.
 ● Use specific examples: Provide specific examples of the behavior or performance you are
addressing. This helps the person understand what you are talking about and makes it easier for
them to take corrective action.
● Avoid judgmental language: Avoid using words that sound judgmental or accusatory. Instead,
use neutral language that focuses on the behavior or performance being criticized.
● Be respectful: Criticism can be hard to hear, so it’s important to be respectful and considerate in
your delivery.
3. Focus on how to change
Here are some tips on how to offer constructive criticism positively while focusing on how to
change:
● Be specific: When you offer criticism, be specific about what you think could be improved and
why. Focus on the behavior or action that needs to change rather than the person. Use concrete
examples to illustrate your point and avoid generalizations or personal attacks.
● Use “I” statements: Start your feedback with “I” statements to show that you are sharing your own
perspective and experience. For example, if you are giving a product feedback survey, instead of
saying, “You’re not communicating clearly,” try saying, “I found it difficult to follow your
presentation because the key points weren’t clear.”
● Focus on the outcome: Emphasize the benefits of making changes and how they can lead to a
positive outcome. This can help the person feel motivated and encouraged to make changes.
● Check for understanding: After giving feedback, ask the person to summarize what they heard to
ensure that they understand your perspective and suggestions for improvement.
4. Balance criticism with some praise.
● Start with praise: Begin by acknowledging what the person has done well or what you appreciate
about their work. This sets a positive tone for the feedback session and makes the recipient more
receptive to constructive criticism.
● Offer solutions: Rather than just pointing out problems, offer solutions or suggestions for
improvement. This shows that you are invested in helping the person grow and develop rather
than just criticizing them.
● End on a positive note: Start by letting the person know that you appreciate them and are there to
support them in their growth. For example, you can say something like – “I really believe in your
potential and am excited to see how we can work together to achieve our goals.”
5. Emotional intelligence is key
Here are some tips on how to provide feedback positively and drive emotional intelligence:
● Give feedback in private: Avoid giving feedback in public, as it can be embarrassing and diminish
the person’s self-esteem. Instead, find a private setting where you can have an open and honest
conversation.
● Use a positive tone: Use a positive tone and language to communicate your feedback. Use words
like “improve,” “enhance,” or “develop” instead of “fix” or “correct.”
● Provide solutions: Don’t just point out the problem. Offer constructive solutions that can help the
person improve their work or behavior.
● Be empathetic: Put yourself in the other person’s shoes and think about how they might be
feeling. Show that you understand their perspective and are there to help. For example, “I know it
can be hard to receive feedback, but I think it’s important for us to work together to improve.”
✔ The Importance Of Feedback For Personal And Professional Growth:
Feedback in the workplace plays a pivotal role in motivating employees to take more initiative, and the
numbers don’t lie. A recent study found that 85% of employees reported an increase in their willingness to
step up when given constructive feedback. By cultivating an environment where feedback is welcomed
and acted upon, companies can empower their workers to thrive individually and collectively, ultimately
improving team performance. This guide will explore some other benefits of feedback culture in the
workplace.

⮚ Enhanced Employee Engagement

Feedback exchange plays a crucial role in fostering employee engagement. It goes beyond addressing
concerns promptly and promoting knowledge sharing within the team. It provides an avenue to recognize
the successes of individuals and the entire team regularly. Acknowledging achievements and appreciating
progress can be as important as seeking personal improvement. The evaluation shouldn’t always be
focused solely on growth areas but also on celebrating big and small victories. Employees feel heard,
valued, and trusted by giving and receiving feedback. This leads to higher levels of motivation,
productivity, and job satisfaction. As such, organizations must encourage a culture of feedback exchange
to foster a strong work ethic and a sense of belongingness among employees.

⮚ Fosters Better Workplace Relationships

The benefits of feedback are numerous; one of its components is strengthening employee relationships.
When team members feel at ease in providing constructive criticism, not only does it help individuals feel
valued and heard, but it can also diffuse tension between colleagues. Resolving conflicts professionally
and respectfully is crucial, and having an open dialogue where feedback is welcomed can be a
game-changer. When employee relationships are strengthened, the entire team thrives..It is also
important to value the opinion of all team members, as it creates a culture of respect. By actively seeking
feedback, all team member’s working styles can be accommodated, and differences can be embraced,
creating a more cohesive and productive team.

An Increase in Professional and Personal Growth

Feedback plays a crucial role in both personal and professional growth. Its importance cannot be
overstated, as many individuals desire constructive criticism to help them improve themselves. Harvard
Business Review states that 72% of employees believe that corrective input from their managers can
enhance their performance.

Additionally, 57% prefer feedback over pure praise. This indicates that positive or negative input is
appreciated and is integral to self-improvement. By providing constructive feedback, individuals can
identify areas of improvement and work towards enhancing their skills, ultimately contributing to their
personal and professional development. Moreover, performance reviews also help build trust between
colleagues and create a better working environment. Employees can come together and work towards
creating a more efficient workspace by providing honest feedback in a respectful manner.

3 Ways to Provide Constructive Criticism

Constructive criticism is a great way to provide a performance review to help others improve. However, it
should be done in a supportive, nonjudgmental manner. Here are some tips on how businesses can
provide constructive criticism:

1. Utilize the Sandwich Approach

One effective technique for providing constructive criticism is to use the “sandwich” approach, which
involves starting with a positive remark before discussing areas that need improvement and then ending
on a positive note. This allows the recipient to focus on their strengths and be motivated to work on their
weaknesses.

2. Be Clear and Specific

When providing constructive criticism, it’s important to be as clear and specific as possible about the
areas that need improvement. Don’t generalize or make assumptions; provide concrete examples of what
needs to change so the recipient knows exactly how they should address any issues.

3. Make It about the Work, Not the Person

Constructive criticism should always stay focused on the work instead of the individual. Instead of pointing
fingers at the employee, managers can emphasize the process and regulations. Keeping the review about
the work protects the recipient’s feelings and allows them to focus better on learning how to improve.

Wrapping Up

In conclusion, feedback is essential for the employee’s growth, as it encourages them to focus on key
aspects of development. It helps identify areas of improvement, boost confidence, and set achievable
goals. Professionals at all levels must know how to ask for feedback, as it is one of the best ways to
sharpen skills and find areas of improvement.

Characteristics of Constructive Feedback:

1. It is descriptive rather than evaluative. By describing one’s own reactions, it leaves the individual
free to use it or not to use it as they see fit. By avoiding evaluative language, it reduces the need
for the individual to respond defensively.
2. It is specific rather than general. To be told one is “dominating” will probably not be as useful as
to be told that “in the conversation that just took place, you did not appear to be listening to what
others were saying, and I felt forced to accept your arguments.”
3. It is focused on behavior rather than on the person. It is important that we refer to what a person
does rather than what we think or imagine he is. Thus we might say that a person “talked more
than anyone else at the meeting” rather than to say that he is a “loud mouth”. The former allows
for the possibility of a personality change. The latter implies a fixed personality trait.
4. It takes into account the needs of both the receiver and the giver of feedback. Feedback can
be destructive when it serves only our own needs and fails to consider the needs of the person on
the receiving end. It should be given to help, not to hurt. We too often give feedback because it
makes us feel better or gives us a psychological advantage.
5. It is directed toward behavior which the receiver can do something about. Frustration is only
increased when a person is reminded of some shortcoming over which he has no control.
6. It is solicited rather than imposed. Feedback is most useful when the receiver has formulated
the kind of question which those observing can answer.
7. It is well‐timed. In general, feedback is most useful at the earliest opportunity after the given
behavior. The reception and use of feedback involves many possible emotional reactions.
Excellent feedback presented at the inappropriate time may do more harm than good.
8. It involves sharing of information rather than giving advice. By sharing information, we leave a
person free to decide for himself, in accordance with his own goals and needs. When we give
advice, we tell them what to do, and to some degree take away their freedom to decide for
themselves.