Athyna’s Post

A Step-by-Step Guide to level up your feedback game! (I know, it’s not an easy one) In the past few days, I have thinking a lot about how important is to constantly share feedback within our teams. It’s not always easy to give feedback or ask for it, but the collective growth that happens, when we foster a healthy culture of sharing feedback, is amazing. Feedback is the lifeblood of creativity. It can transform good ideas into great executions and elevate every member of a team to new heights of innovation and efficiency. Here’s a simple guide to mastering the skill of giving and receiving feedback within creative industries. Let's dive in. Step 1: Establish a Trust-Based Environment ↳ Begin by fostering a culture where feedback is seen as a tool for growth, not criticism. Encourage openness and vulnerability. ↳ Trust is key. Ensure that everyone feels safe and respected when sharing and receiving insights. Step 2: Be Specific and Constructive ↳ Focus on the idea, not the individual. Provide specific examples to illustrate your points. ↳ Offer constructive suggestions on how to improve. Always tie your feedback to clear and achievable objectives. Step 3: Use the “Sandwich” Technique ↳ Start with something positive, follow with the constructive feedback, and conclude with another positive comment. ↳ This technique helps maintain a positive atmosphere and can make the critical feedback easier to digest. Step 4: Encourage a Two-Way Dialogue ↳ Feedback should be a conversation, not a monologue. Invite the recipient to share their thoughts and perspectives. ↳ Discuss possible solutions together. This collaborative approach can lead to innovative solutions and stronger buy-in. Step 5: Follow Up ↳ Feedback doesn’t end with the conversation. Follow up to discuss progress and provide additional support if needed. ↳ This shows commitment to team growth and personal development. Why it works: Effective feedback in a creative environment not only improves projects but also builds stronger, more communicative teams. By focusing on constructive, specific feedback within a trust-based culture, you empower individuals and teams to excel and innovate continually. In creativity, every voice matters and every improvement counts. #FeedbackCulture #Teamwork #Leadership -- Enjoy this? ♻️ Share the post with others and follow me for more. 🔔 📸 by Johann Walter Bantz

Incorporating continuous feedback has revolutionized many organizations peroformance for companies I worked with. It's a game-changer. 🎯 But how do you implement it without causing chaos in your existing workflows? The answer lies in a simple, yet effective approach. 1️⃣ Firstly, make feedback a part of your routine. Establish a regular schedule for feedback sessions. This could be weekly, bi-weekly, or monthly depending on your organization's needs. The key is consistency. 🗝️ 2️⃣ Next, create a safe space for feedback. Encourage open communication and ensure everyone feels comfortable sharing their thoughts. Remember, feedback should be constructive, not destructive. 3️⃣ Then, use the right tools. There are numerous feedback tools available that can seamlessly integrate into your current workflows. Choose one that fits your organization's needs and preferences. 4️⃣ Lastly, act on the feedback. Feedback is useless if it's not implemented. Make sure to follow through and make necessary changes based on the feedback received. This not only improves efficiency but also boosts morale as employees feel their opinions are valued. Remember, feedback is not a one-time thing. It's a continuous process that, when done right, can transform your organization's efficiency. So, start incorporating regular feedback today and watch your organization thrive. 🚀 And remember, the journey to efficiency is not a sprint, but a marathon.

🌟 Constructive Feedback Builds Strong Teams 🌟 As leaders, we hold a unique responsibility to foster growth, development, and cohesion within our teams. One of the most impactful ways we can achieve this is through constructive feedback. Let’s explore why it matters and how we can wield it effectively: ✅ Choose the Right Setting: Feedback sessions should occur in a private, comfortable environment. Opt for one-on-one meetings away from distractions. Remember, face-to-face interactions convey empathy and connection. ✅ Set a Supportive Tone: Begin with positivity. Acknowledge strengths and accomplishments before delving into areas for improvement. A supportive tone encourages receptivity and growth. ✅ Be Specific and Actionable: Constructive feedback focuses on behaviors and actions. Instead of saying, “Your presentation was weak,” try, “Consider incorporating more data visuals to enhance clarity.” Specificity empowers individuals to take tangible steps. ✅ Link Feedback to Goals: Connect feedback to team objectives. For instance, “Your attention to detail in code reviews aligns perfectly with our commitment to quality software.” Reinforce positive behaviors that contribute to collective success. ✅ Balance Positive and Negative: While addressing areas for improvement, highlight what’s going well. Balance constructive feedback with genuine praise. A motivated team thrives on encouragement. ✅ Encourage Peer-to-Peer Feedback: Extend these principles to team members. Encourage them to provide constructive feedback to each other. A culture of mutual growth strengthens bonds and elevates performance. ✅ Practice Active Listening: Feedback isn’t a monologue; it’s a dialogue. Listen empathetically to responses. Understand perspectives and adapt your approach accordingly. Remember, good feedback builds bridges. It transforms challenges into opportunities, fosters trust, and propels teams toward excellence. Let’s commit to providing feedback that uplifts, respects, and empowers our colleagues. 🤝 #FeedbackMatters #TeamSuccess #LeadershipJourney #Softskills

Is your approach to feedback encouraging a culture of improvement? 🧐 In this insightful piece by Miroslaw Stanek he shares valuable insights on giving and receiving feedback. Below are key takeaways from this newsletter. Hope it helps 👇 🔶 Key aspects of feedback ➡️ Honesty and directness by emphasizing clear, honest, and straightforward communication ➡️ Focus on growth and development, and not just criticism ➡️ Cultural integration to drive growth and continuous learning 🔶 Practical tips for feedback ➡️ Ask for feedback as a manager through surveys, Q&A sessions, and 1:1s and openly share the feedback received. ➡️ Utilise existing tools like Google Forms for collecting feedback. Ensure that the surveys are simple and focused on a single topic. ➡️ Maintain anonymity with optional disclosure to encourage participation and honesty. ➡️ Encourage 360-degree feedback between peers and assess various aspects. ➡️ 1:1 is a foundation for relationships and feedback. Build relationships before delivering honest feedback. ➡️ Engage everyone, including introverts: Use techniques like hand voting to encourage participation. ➡️ Openly share and document feedback, highlighting areas for improvement and demonstrating that feedback is an opportunity for growth and change. ➡️ Take feedback seriously and ask follow-up questions. ➡️ Focus feedback on behavior, not personality. This helps in focusing on issue resolution rather than blame. ➡️ Combine objective data with team opinions for comprehensive insights. Kudos to @Mirek Stanek for covering such a valuable topic. Appreciate it! 🙏 Check out the newsletter below to read about various approaches to feedback 👇 #growth #learninganddevelopment #feedbackmatters

How to Deliver Constructive Feedback At Work Without Causing Offense As a manager or a team leader, one of the most delicate yet crucial tasks you undertake is providing constructive feedback to your team members. It's a balancing act between pointing out areas for improvement without demoralizing or discouraging your employees. Let's explore some strategies to deliver feedback tactfully and effectively. 📌When it comes to delivering feedback, timing is key. If possible, address issues immediately, but if further discussion is needed, ensure privacy to maintain the employee's dignity and respect. 📌Focus your feedback on observable behaviors and their outcomes, staying clear of personal judgments. For instance, instead of criticizing someone's intellect, discuss the impact of their actions on the project or team. 📌To make your feedback actionable, provide specific examples of behaviors that need improvement and articulate the benefits of making these changes. By linking feedback to tangible consequences and potential improvements, you're guiding your team members towards growth and success. 📌Establishing an action plan is crucial. It’s important to follow up your conversation with an email outlining the discussed points and expressing your support for their development. This shows your commitment to their success and fosters a sense of partnership between you and your team members . Navigating the feedback process can be challenging, but employing feedback models like "SBI" (Situation, Behavior, Impact) and "CANDID" (Context, Action, Neutral Observation, Data, Impact, Desired Outcome) can provide structure and clarity. These models help in delivering feedback objectively, focusing on behaviors rather than personalities, and promoting a balanced approach to improvement. Remember, effective feedback isn't just about pointing out flaws— it's about guiding individuals towards excellence and strengthening your team as a whole. #FeedbackTips #CommunicationSkills #LeadershipSkills #TeamDevelopment #Careerswithchi ♻ REPOST if you found this insightful.

What kind of feedback do you recall positively? There are several techniques that help make feedback more impactful and tailored to different situations: ✅ FUKO: Focus on Facts, Feelings, Consequences, and Expectations for structured, constructive feedback. Usage example: After a client meeting, you notice that an employee repeatedly interrupted the client, which caused confusion. You could say: "During last week’s client call (Facts), I felt concerned (Feelings) when you interrupted the client several times. It affected the flow of the conversation and caused confusion (Consequences). In the future, please let them finish before responding (Expectations)." ✅ SBI: Use Situation, Behavior, and Impact to keep feedback specific and clear. Usage example: In a team meeting, an employee shared data that hadn’t been verified, which led to poor decisions. You could address it like this: "In yesterday’s meeting (Situation), you shared data without verifying it first (Behavior), which led to some incorrect decisions being made (Impact)." There are other methods like 360-Degree, great for team reviews, Start-Stop-Continue, more actionable feedback, or the GROW model, focusing on a goal and personal development. The right feedback method can boost performance, improve communication, and foster a culture of growth. #Leadership #SmallBusiness #Feedback #EmployeeDevelopment #GrowthMindset #TeamSuccess

📦 Good feedback is not bad! The dynamics of changes taking place in the modern world are stunning. We learn something new almost every day. The role of technology, the Internet and new communication channels cannot be overestimated. Quick feedback on whether everything is OK brings more than annual periodic assessments. So why don't we all get feedback ❓ 👉 Let's look at this issue a little more broadly. #Feedback is primarily addressed to people and provides specific information. As a tool, it can say a lot about the quality of tasks performed, commitment, mood among employees and their attitudes. Appropriate feedback allows you to effectively reduce the risk of mistakes, it is a great motivator and an excuse for further development, and it naturally builds team commitment. ❓ Which company would not like to have valuable employees in its team ❓ Obtaining them is not an easy task, but maintaining them is definitely even more difficult. What if we looked at employees through the prism of sales tools? Then we will also see them as customers with whom we need to build an appropriate and, above all, lasting relationship and ensure that they are fully satisfied. This is where feedback in an organisation’s helps. 👉 Coming back to the original question: why don't we all get feedback? Well, there can be many reasons. However, the biggest obstacle is the adherence to established patterns in which employee satisfaction was assessed once a year. This approach does not give any indication of whether something can be improved here and now or whether everything is OK. Even more so, it does not refer to a specific situation which, without appropriate and immediate feedback, may result in the deterioration of the quality of work of the entire team. 📦 Of course, feedback will look different in the case of a production company and differently when we are dealing with a team of young people working in an advertising agency. However, even the best feedback should not be continuous when repeatable processes are involved and everything is OK. 👉 How do you feel about feedback? Do you receive or give valuable feedback on your involvement? Let me know in the comments. #information #efficiency #work #artofpackaging #assessment #management

🚀 Mastering the Art of Constructive Feedback in the Workplace 🌐💬 In the workplace, feedback isn't just about pointing out what went wrong; it's about fostering growth, collaboration, and continuous improvement. Here are a few tips to master the art of constructive feedback: Be Specific and Timely: 🎯 Tip: Pinpoint the exact behavior or situation you're addressing. Timeliness ensures it's relevant and actionable. Focus on Behavior, Not Personality: 🔄 Tip: Address actions and outcomes, not personal traits. This makes the feedback about improvement, not criticism. The Sandwich Technique: 🥪 Tip: Sandwich constructive feedback between positive remarks. Start and end on a positive note to create a balanced and receptive environment. Use "I" Statements: 🗣️ Tip: Express your observations using "I" statements to avoid sounding accusatory. For example, "I noticed" instead of "You always." Encourage Two-Way Communication: 🤝 Tip: Create an open dialogue. Ask for their perspective and involve them in crafting solutions. Set Clear Expectations: 🎯 Tip: Clearly define expectations beforehand. This sets a benchmark and makes feedback more objective. Be Solution-Oriented: 🛠️ Tip: Don't just highlight the problem—propose solutions. This empowers individuals to work towards improvement. Consider the Environment: 🌐 Tip: Choose an appropriate setting for feedback discussions. Privacy and comfort contribute to a more constructive conversation. Remember, constructive feedback is a gift that fosters personal and professional development. Let's create a culture where feedback is valued, embraced, and contributes to our collective success! 💼🌟 How do you approach giving or receiving constructive feedback? Share your tips and experiences below! 👇#ConstructiveFeedback #ProfessionalGrowth #WorkplaceCulture #FeedbackMatters #EmpowerYourTeam #PerformanceFeedback #EffectiveCommunication #ConstructiveCriticism #TeamBuilding #GrowthMindset #FeedbackIsKey #LeadershipDevelopment🚀💡

🎉#Nationalfeedbackday🎉 It seems like there's a day for everything! Today is national feedback day, which prompted me to share a few thoughts about why feedback at work is pretty crucial. For Line Managers: Line managers have the job of guiding their teams, and feedback is a key tool for this. It's not just about pointing out mistakes, but also about celebrating the good stuff. This kind of feedback helps in setting clear goals, aligning the team's efforts with the company's aims, and pinpointing areas where someone can level up their skills. It's like having a road map for work - super helpful for keeping everyone on track and feeling confident about what they're doing. For Employees: It's also important for team members to give their two cents about their manager's style. This helps managers get a clearer picture of how they're doing and how their decisions are landing with the team. Feedback from the team can lead to better communication and decision-making. Plus, it gives everyone a sense of ownership and involvement in the workplace, which can really boost team spirit . A Simple Way to Give Feedback: When it's time to give feedback, there's a straightforward approach called the 'SBI' model. This stands for Situation, Behaviour, and Impact. Start by talking about a specific situation, describe the behaviour you observed, and then explain the impact it had. This keeps the feedback focused and makes it easier for the person on the receiving end to understand and act on it. It's all about being clear and to the point. In a nutshell, feedback is a game-changer in the workplace. It's not just about giving and getting pointers; it's about building a workplace where everyone feels valued and understands how they fit into the bigger picture.

Great post from my co-founder Bartek about effective feedback techniques. It got me thinking about how we're applying these insights to Humadroid. At Humadroid, we're all about making people management simpler for small businesses. One key area? Helping bosses give better feedback to their teams. Bartek mentioned methods like FUKO and SBI. These aren't just fancy acronyms - they're real tools that can help you talk to your team in a way that actually helps them grow. We're working on building these kind of practical, easy-to-use tools into Humadroid. Because we believe that when communication improves, everything else follows. What about you? Have you tried any of these feedback methods? What's worked best in your business? Let's chat in the comments!