For Greater Effectiveness, Learn How To Give Feedback

A manager who coaches others needs to provide feedback that keeps them focused and on track. This system, he writes, "provides frequent and continuous feedback (to both the students and the instructor) about the level of understanding of the subject being discussed" (p. 51), producing gains in both conceptual understanding of the subject and problem-solving skills.
The whole purpose of feedback is to improve performance. Start by looking for occasions when you can give positive feedback and remember to plan carefully for the occasions when you have to give negative feedback - and make it constructive. Training feedback geven en ontvangen However, the initial reaction of someone receiving negative feedback may be to clam up. It will be the feedback provider's job to try and elicit the other person's views, even to disagree provided they have a rationale.

Adjusting our performance depends on not only receiving feedback but also having opportunities to use it. What makes any assessment in education formative is not merely that it precedes summative assessments, but that the performer has opportunities, if results are less than optimal, to reshape the performance to better achieve the goal.
Although Employee Performance Review emphasize positive performance while Progressive Discipline emphasizes undesirable performance, both work in exactly the same way: they provide feedback to the employee on how they are doing in reference to a standard.

If they doesn't receive any type of feedback at all, they may be discouraged from giving another presentation - but giving them feedback on what they did well and what they could improve on will encourage them to improve and perfect their work for next time.
You can learn some key skills about giving and receiving feedback, but if your culture is one built on mistrust, on discomfort about receiving feedback and on focusing more on negative, than positive feedback, you have an uphill struggle on your hands, and you will never quite reach the excellence in performance you are seeking.

The process outlined below will make it easier for you to deliver effective feedback and ensure that you provide it in a way that will help people learn and change. To grow, we need to be able to handle constructive criticism and feedback. Positive feedback, or affirming comments about past behavior.
Today, we give you an easy-to-follow, 3 step process to giving constructive feedback, so no one on your team ever feels that way. What you would say in the closing positive feedback, using the behavior-impact-appreciation guidelines. There are times when people are feeling open to feedback and times when they aren't.