In this article, I’m looking at 4 different styles for giving feedback to a colleague as a manager. My style for giving feedback is one of positive praise. I say things like, “Great walking!” and “Thanks for carrying your spoon to the table!” dozens of times each day. Positive ...
Pre-planning not only keeps you aligned with your goal, but it makes your colleague’s job easier by giving them direction and focus. Research has shown that people are better at giving feedback when you ask them for something specific. If your goal is general, you can try a variation ...
5. Gratitude for Support "Jessica, I want to thank you for your unwavering support during the challenging times we've faced recently. Your positive attitude and willingness to help others have made a significant difference. I'm grateful to have you as a colleague!" 6. Acknowledgment of Leader...
Planning for the future:“This can help make complex information clearer and keep the audience engaged throughout. Practicing with a colleague beforehand might also help you feel more confident and prepared.” How ContactMonkey Can Help You Gather Employee Feedback To drive meaningful results from e...
Prepare beforehand what you are going to say. You can even seek help from a trusted colleague to provide insights into your delivery. The more you practice the better you can deliver feedback effectively. Meet-in-person Most of the time, you will be tempted to deliver feedback through digit...
“I just want to say that the team feels your collaborative spirit and willingness to support your peers. Thank you for making working as a group that much easier. We’re lucky to have you as a colleague!” Acknowledging when employees work well with their peers encourages teamwork and reinf...
Here are a few colleague feedback examples: “Thanks for taking initiative and managing this project!” “Your organization skills really help the team track updates on the tasks associated with this project.” “This launch performed very well thanks to your hard work!” ...
To give negative feedback positively, whether to a manager or a colleague, focus on the behavior or outcome, not the person. Use “I” statements, offer solutions and remain professional. Here are some feedback for manager examples.
If you’re still unsure how your boss will respond to your feedback, try putting yourself in their shoes. Imagine the situation is reversed. How would you react if your colleague or subordinate gave you the same feedback? Would you be angry or grateful that someone pointed this out?
Ideally, to get a reliable view of your performance you should aim for at least 34 patient and 15 colleague responses. If the response rate is low, you might