<aside> 💡 On this page, you'll find info on: Asking for feedback | Giving feedback | Receiving feedback | Tools to support feedback **** Click through to explore our top tips as well as recordings of our recent Water Cooler series where we talk through these 3 areas of feedback and answer your live questions.

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If you have any questions or feedback on how it's felt applying any of the advice here or would like us to host another Water Cooler - let us know over at the People team 👋

<aside> ☝ Feedback has one major role - provide useful insights that will enable self-awareness and growth = clarity for you, areas to develop and focus on strengths

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Remember... Feedback is a gift

<aside> 🤔 What does this mean? Put simply it can be very easy to act defensively when someone gives you feedback, particularly when it isn't flattering. You might think that the person doesn't like you or is against you in some way. But it's actually the opposite: if a person is willing to offer you honest feedback, that means they really like you and want to help!

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📚 Resource corner

📖 Radical candour [book]

📖 Feedback @ Netflix [article]

📖 Giving & Receiving Feedback [guide]

📖 Giving & Receiving Feedback [article]

📖 6 Tips- Giving & Receiving Feedback [article]

📖 Examples of feedback [article]

📺 Radical candour [video]

🛠 MindTools: feedback [resource hub]

🚰 Water Coolers on Feedback [slides]

Asking for Feedback

<aside> 😇 We hope that feedback will be a continual loop you receive whilst working at FitXR, should that not be the case, below are some tips on how to continue to seek out direct feedback.

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5 benefits of asking for feedback

1. You choose the time and format - which allows you to be in the right mindset
2. You're feeling ready - reduces fear and uncertainty
3. You can direct feedback to your development areas of interest
4. You'll be modelling a feedback culture to your peers
5. You'll invite more regular, meaningful and honest feedback

https://youtu.be/QweYawZZsII

Top tips for asking for feedback

• Ask explicitly - this will help you focus your growth in an actionable way (consider using stop | start | continue model)
• Ask broadly - seeking a holistic view from a range of sources who think differently to you will help you identify any blind spots
• Ask often - making feedback part of the daily conversation helps you stay on track with little and often improvements. Keep asking for feedback regularly. Try different approaches, venues, and situations. Whatever you do, don’t accept an environment where you aren’t getting feedback.
• Empathise with your audience - “What advice do you have for me?” When you ask for advice you automatically shift the giver's position from taking a criticising place to a more helping position.

Giving Feedback

Our feedback flow -

Questions to ask yourself before, during & after giving feedback

• Step 1. Self check-in
• Step 2. Develop your feedback
• Step 3. Deliver your feedback
• Step 4. Follow up on your feedback

Our top tips to giving feedback

https://youtu.be/PTgocCAaG24

• Aim to assist - Feedback must be given with positive intent. Giving feedback in order to get the frustration off your chest, intentionally hurting the other person, or furthering your political agenda is not tolerated. Clearly explain how a specific behaviour change will help the individual or the company, not how it will help you.
• Ensure feedback is actionable - Your feedback must focus on what the recipient can do differently. To ensure you’re being clear and objective, focus on the actions someone took, not their personality. For example: “You were so excited about the topic we discussed that you cut Mark off a few times.” Make your feedback stronger by describing the impact of their behaviour. Your colleague’s action can impact one person, a few people, or the whole group. Think of the big picture and choose the impact that is most appropriate in each situation. For example, repeated interruptions affect Mark's contribution to the discussion. It also has an effect on other participants who are listening to Mark. The flow of the whole meeting is also compromised.
• Be constructive - Feedback should help solve a difficulty or light a different angle to a task. Don’t judge, try to be emphatic, it will help you understand better why the person in front of you is stuck or chose this path for their solution.
• Lead with unbiased questions - By doing this you will gain two things: A better understanding of the task and, helping your peers organising their thoughts and explaining their decisions. In many cases, they will come up with more ideas during this process.
• Avoid problem solving - The task now should be helping them choose the right path for solution and as important, learn to imply these methods in the following sessions or when they tackle the next roadblock.

Focus on Feedback, not Criticism

• Criticism passes judgement — Critique poses questions

• Criticism is personal — Critique is objective

• Criticism tears down — Critique builds up

• Criticism is adversarial — Critique is cooperative

• Criticism finds fault — Critique uncovers opportunity

• Criticism is vague — Critique is concrete

• Criticism is ego-centric — Critique is altruistic

• Criticism belittles the expert — Critique improves outcomes

Receiving & Actioning Feedback

Remember, all of those feelings we get when someone says "I have some feedback to give you" are completely natural - nerves, anticipation, tension, the lot!