Feedback is crucial in development. Feedback improves your skills if given or taken properly. It also helps us to make ourselves aware about our unknown self and reduce the blind spot. However feedback is always considered as critical. The person receiving the feedback does not like it, most of the times. However if it is given in proper way, it definitely helps to improve and can be taken as development area. During giving the feedback, you should not target the person, but his behavior. Receiver should get it as a support and help and he should sense your genuine interest in supporting the person. It should not be the criticism.
It should not be like GSM. Yes. GSM
G: No generalized feedback.
Feedback should not be generalized. It should be specific and you should mentioned the event based on you would are giving the feedback. While receiving the feedback, insist on the event, occasion, based on feedback is being given.
S: No sensational feedback.
Feedback is for the improvement. You should not attach the sentiments to the feedback. If you do this, receiver may take it as a personal. While giving feedback, your intention should be clear. But it is upto the receiver how he takes. He should not feel offended and hence it should not be dramatic, however it can be sensitive.
M: No meaningless feedback.
Feedback should have some credibility. There are people who just give the feedback for the sake of giving feedback. Feedback should be supported with concrete examples. You should also see the benefits into it. If the behavior change doesn’t matter much to the person or the organization, why he would take it. Hence feedback should show some long term benefits to the person.
Person should think that feedback he received is reward for him and not his reproach.
At the end of this year, take out this GSM from your mind and let’s make 2014 more positive, healthy and useful to the people, employees, relatives & friends by giving feedback as a reward.
Happy & wonderful New Year ahead….