Feedback - Competency

Q: Q_3

Giving Feedback Clear and Specific : Since the purpose of feedback is to increase performance, it is important that the feedback is clear, actionable, and specific to the issues being addressed. Constructive : The feedback needs to be constructive and should guide the individual toward improvement so that performance is enhanced. Timely : To help ensure relevancy, the feedback should be provided in a timely manner. Encourage Communication : Feedback communication should be a conversation, not a one-way critique. Balanced : Feedback should be balanced, encompassing both positive and constructive points. Highlighting what has been done well reinforces good practices, while constructive suggestions provide opportunities for growth and improvement. Objective and Fair Focus on work-related behaviors and outcomes rather than personality traits. Ensuring assessments are fair and unbiased will make them more impactful and credible. Receiving Feedback Open-Minded : Keep an open mind and be willing to learn. Seek Diverse Perspectives : Incorporating feedback from various sources ensures all voices are heard and viewpoints considered. Take Action : Reflect on the feedback received and plan what actions should be taken. It is important to act on any issues discovered in the feedback.

Definition: Feedback skills may involve both giving and receiving feedback as well as managing the overall process. Feedback given should be: specific, constructive, timely, blanced, objective and fair. When seeking feedback from others, it should include diverse perspectives. When receiving feedback you should be open to continuous learning, practice active listening, and seek clarification if needed. Always act on the feedback results. Managing the process involves coaching, supporting, and providing training as needed.

Personal Skills

Communication
Flexibility
Adaptability
Creativity
Accountability
Action
Bias for Action
Integrity
Self Management
Passion To Learn
Continual Learning
Continual Improvement
Creativity
Professional Development
Feedback
Punctuality
Attitude
Cultural Awareness
Emotional Intelligence

What is Feedback?
Why is Feedback important?
How can I improve giving and receiving feedback?
What are the benefits of Feedback in business?
360-Feedback questions that measure Feedback

Self-Comments: Do you have to complete a self-assessment or performance appraisal? If so, the
self-comments here may help.

360-Feedback Assessments Measuring the Competency Feedback:
Survey 1 (4-point scale; Competency Comments)
Survey 2 (4-point scale; Competency Comments)
Survey 3 (5-point scale; Competency Comments)
Survey 4 (5-point scale; radio buttons)
Survey 5 (4-point scale; words)
Survey 6 (4-point scale; words)
Survey 7 (5-point scale; competency comments; N/A)
Survey 8 (3-point scale; Agree/Disagree words; N/A)
Survey 9 (3-point scale; Strength/Development; N/A)
Survey 10 (Comment boxes only)
Survey 11 (Single rating per competency)
Survey 12 (Slide-bar scale)
Survey 13 (4-point scale; numbers; floating anchors)
Survey 14 (4-point scale; N/A)

Performance Management Assessments
that include Feedback:
Assessment 1 (5-point scale; IDP Comments)
Assessment 2 (3-point scale with Comments)
Assessment 3 (Manager Assessment; 360-Feedback)
Assessment 4 (3-point scale; Rating Limits)
Assessment 5 (3-point scale; Rating Limits)
Assessment 6 (5-point scale with Comments)
Assessment 7 (Comment Boxes Only; IDP)
Assessment 8 (Comment Boxes Only)
Assessment 9 (3-point scale with Letter Grade)
Assessment 10 (360-Feedback; Bonus/Merit Pay)
Assessment 11 (Core Values & Job Competencies)
Assessment 12 (4-point scale; 6 Comment Boxes)

What is Feedback?

Feedback is the process of giving and receiving information about performance, behavior, or understanding. It's like a mirror that reflects what we're doing well and what we might need to improve. In a business context, feedback is essential for growth and development. It enables employees and organizations to understand their strengths and areas for improvement, fostering a culture of continuous learning and adaptability.

Effective feedback should be specific, constructive, and timely. It helps individuals enhance their performance, boosts morale, and builds trust within the organization. By being open to feedback, businesses can stay agile, innovate, and better respond to changing needs and preferences. This process ultimately leads to improved products and services, stronger relationships, and long-term success.

So, in short, feedback is a powerful tool for driving innovation, efficiency, and growth both for individuals and organizations.

Why is Feedback important?

Feedback enhances performance by helping employees to understand their strengths and areas for improvement enabling them to reach their full potential. Regular positive feedback can boost morale and feelings of job satisfaction. Feedback enables employees to grow professionally through continuous learning/development.

How can I improve giving and receiving feedback?

Giving Feedback

Clear and Specific: Since the purpose of feedback is to increase performance, it is important that the feedback is clear, actionable, and specific to the issues being addressed.
Constructive: The feedback needs to be "constructive" and should guide the individual toward improvement so that performance is enhanced.
Timely: To help ensure relevancy, the feedback should be provided in a timely manner.
Encourage Communication: Feedback communication should be a conversation, not a one-way critique.
Balanced: Feedback should be balanced, encompassing both positive and constructive points. Highlighting what has been done well reinforces good practices, while constructive suggestions provide opportunities for growth and improvement.
Objective and FairFocus on work-related behaviors and outcomes rather than personality traits. Ensuring assessments are fair and unbiased will make them more impactful and credible.

Receiving Feedback

Open-Minded: Keep an open mind and be willing to learn.
Seek Diverse Perspectives: Incorporating feedback from various sources ensures all voices are heard and viewpoints considered.
Take Action: Reflect on the feedback received and plan what actions should be taken. It is important to act on any issues discovered in the feedback.

What are the benefits of Feedback in business?

Feedback offers a wealth of benefits for businesses, driving growth and fostering a positive work environment. Constructive feedback helps employees understand their strengths and weaknesses, leading to improved performance and skill development. Regular feedback keeps employees engaged and motivated, making them feel valued and recognized for their efforts. Open and honest feedback promotes better communication within the organization, reducing misunderstandings and fostering collaboration. By identifying areas for improvement and encouraging creative solutions, feedback can spark innovation and drive business growth. Transparent feedback processes build trust between employees and management, creating a supportive and cohesive work culture. Feedback provides valuable insights for personal and professional growth, helping employees advance in their careers. Employees who receive regular feedback are more likely to feel satisfied with their jobs, reducing turnover rates and retaining top talent. Feedback from customers helps businesses understand their needs and preferences, leading to improved products and services. By staying responsive to feedback, businesses can adapt quickly to changing market conditions and remain competitive. In essence, feedback is a powerful tool that enhances performance, communication, innovation, and overall business success.

What questions could you consider for including on a 360-degree feedback assessment regarding giving, receiving, and managing feedback?

The questionnaire items below will measure Feedback skills. These questions are grouped into different facets of feedback. When creating a 360-degree or other performance assessment, try to select one or two items from each group.

360-Feedback questions that measure Feedback

Giving Feedback

Specific

Bases feedback on observable facts and behaviors, not personal opinions or emotions.
Regularly assesses job performance against set objectives and benchmarks, pinpointing opportunities for enhancement.
Focus on specific behaviors or actions rather than general comments.
Bases feedback on observable/observed behaviors or specific instances.
Avoids becoming defensive or taking feedback personally, understanding that the purpose of feedback is to improve performance or behavior.
Provides clear and specific feedback based on observable behaviors.

Constructive

Shares past experiences with others as learning opportunities.
Delivers feedback in a respectful, supportive manner.
Improves employees on an ongoing basis through constructive feedback.
Helps individuals reflect on their experiences and learn from their mistakes.
Enables employees to improve performance by providing feedback.
Addresses specific actions or behaviors, rather than making it about the person's character.
Clarifies what is expected in terms of performance and behavior.
Provides constructive feedback geared towards helping employees grow and develop their skills.

Feedback to Improve Performance

Recognizes strengths and identifies areas where improvement is needed.
Provides actionable suggestions and support for improvement.
Fosters a sense of accountability in performance.
Addresses specific issues and provides constructive advice, feedback, and helps individuals improve their performance.
Provides feedback to help employees reorient their behaviors to improve performance.
Recognizes and reinforces positive behaviors and achievements as positive reinforcement.

Timely

Completes assessment forms in a timely manner.
Provides feedback as soon after the event as possible.
Adheres to all deadlines in the on-line feedback process.
Provides feedback in a timely manner to help employees understand their strengths and areas for improvement while the events are still fresh in their minds.
Provides frequent and effective feedback to subordinates.

Balanced

Begins feedback with what the recipient is doing well to set a positive tone and helps them feel valued.
Provides feedback to others that includes both their strengths and weaknesses.
Offers both positive and negative feedback to provide a well rounded assessment of the individual.
Acknowledges both strengths and areas for improvement.
Includes both positive feedback and areas for improvement.

Objective and Fair

Continuously evaluates work performance against established goals and standards, identifying areas where improvements can be made.
Leverages feedback from multiple sources to offer a comprehensive perspective on the employee.
Focuses constructive criticism on specific behaviors or outcomes rather than personal attributes.
Invites the recipient to share their perspective and ask questions.
Ensures that the feedback is related to the recipient's role and responsibilities.

Receiving Feedback

Seeks Feedback

Actively seeks feedback from others.
Seeks feedback to enhance performance.
Actively seeks out constructive criticism and praise from colleagues, supervisors, and team members.
Proactively seeks input from others, asking for their perspectives and suggestions on how to improve.
Seeks a more comprehensive understanding of abilities and identifies specific areas for improvement.
Seeks feedback from team members, senior leaders, and external stakeholders to gain diverse perspectives and insights that inform decision-making and strategy.
Regularly solicits feedback from others.
Seeks feedback from team members, senior leaders, and external stakeholders.
Seeks input from team members, senior leaders, and external stakeholders to harness diverse perspectives and insights for informed decision-making and strategic planning.
Is not embarrassed to ask for an opinion.

Welcomes Feedback

Welcomes feedback from others about strengths and areas for improvement.
Welcomes feedback as a catalyst for self-reflection and development.
Embraces feedback with a growth mindset.
Welcomes feedback as a valuable experience.
Embraces feedback to help to build self-awareness.
Embraces feedback from others on own strengths and shortcomings.

Diversity of Perspectives

Seeks out different perspectives on important issues.
Actively seeks contributions from diverse sources to ensure all voices are valued and different viewpoints are incorporated.
Actively seeks and values feedback from a variety of sources, including peers, supervisors, and external stakeholders.
Actively solicits input from various sources to ensure that all voices are heard and that different viewpoints are considered.
Gathers input from team members, senior leaders, and external stakeholders to obtain varied perspectives and insights that guide decision-making and strategy.
Vigorously seeks out and applies feedback from multiple channels.
Continuously gathers and embeds feedback from a wide array of sources.
Actively seeks and incorporates feedback from various sources.
Involves external stakeholders, such as customers, partners, and industry experts, to bring in fresh perspectives and innovative ideas.
Proactively seeks input from diverse sources to ensure all perspectives are acknowledged and different viewpoints are taken into account.
Proactively gathers and integrates feedback from diverse sources.
Seeks and utilizes data from several sources.

Selects Feedback Givers

Asks others for their ideas and opinions.
Looks to others for input.
Invites and values input from others to gain a more comprehensive understanding of their abilities and areas where they can develop further.
Engages with team members, senior leaders, and external stakeholders to gather a variety of perspectives and insights that inform strategy and decision-making.
Selects an appropriate set of individuals (peers, subordinates, customers) to provide feedback through a 360-Feedback system.

Open

Accepts the views of others.
Is easy to approach with ideas and opinions.
Considers other's opinions and suggestions.
Is visible and approachable.
Open to the suggestions of others.
Is open to receiving feedback.
Willing to listen and consider feedback from colleagues, supervisors, and other stakeholders.
Accepts constructive criticism and praise from others regarding strengths and weaknesses.
Is open to receiving insights from others about their strengths and areas needing development.
Willing to consider different viewpoints and understand that diverse perspectives can offer valuable insights.
Receptive to feedback from others regarding both strengths and weaknesses.
Avoids becoming defensive or taking feedback personally, understanding that the purpose of feedback is to improve performance or behavior.
Open to feedback, new perspectives, continuous learning and self-development.

Continuous Learning

Engages in a proactive approach to feedback to fosters a culture of continuous learning and development.
Demonstrates a firm commitment to continuous learning and self-improvement.
Demonstrates a commitment to personal and professional growth through open acceptance of feedback results.
Creates an environment that values continuous learning and improvement.
Uses feedback appropriately for professional development.
Uses performance feedback as a tool for employee development.

Active Listening

Gives full attention to the feedback provider.
Summarizes or paraphrases the feedback to confirm your understanding.
Allows the person providing feedback to complete their thoughts without interrupting them.
Actively listens and considers input from others, regardless of whether the feedback is positive, negative or constructive.

Seeking Clarification

Engages with team members to allow for a better understanding of on-the-ground realities and operational issues.
Asks for clarification of any feedback is confusing or incomplete.

Self-Reflection

Consistently reviews work achievements in relation to defined goals and criteria, recognizing areas for potential improvement.
Recognizes feedback as a vital catalyst for personal and professional development.
Uses feedback as a catalyst for self-reflection and development.
Ensures that any concerns raised through feedback are resolved.

Acts on the Results

Designs growth strategies and action plans to tackle performance gaps and requirements, informed by feedback.
Monitors and adjusts performance in response to feedback.
Implements actionable strategies to address any issues identified through feedback.
Integrates feedback appropriately to support professional advancement, ensuring it is handled with integrity.
Takes action on problems identified through feedback.
Helps employees transform their feedback results into practical steps.
Breaks down the feedback into manageable components, to help employees better understand the actions needed to improve.
Creates an action plan based on the feedback received.
Executes effective plans to tackle problems highlighted by feedback.
Implements concrete solutions to address issues identified via feedback.
Addresses any issues discovered during the feedback process.
Applies practical strategies to resolve issues identified through feedback.
Takes the feedback to heart and implement changes where necessary.
Ensures that subordinates act on the feedback they receive from others.
Monitors and adjusts performance in response to feedback by regularly assessing progress and making necessary changes to improve effectiveness.
Follows up on any issues identified through the feedback process.

Integrity and Trustworthy

Ensures the protection and confidentiality of those providing feedback.
Maintains the confidentiality of feedback given.
Upholds the privacy and integrity of feedback contributors.
Maintains the integrity and confidentiality of feedback givers.

Managing the Process

Manages Process

Effective in using 360-degree feedback as a tool for individual and organizational development.
Applies feedback responsibly for professional growth, ensuring it is used ethically and constructively.
Frequently measures performance against predefined goals and standards, detecting opportunities for growth.
Leverages feedback responsibly to enhance professional skills, ensuring it is applied in a respectful and appropriate manner.
Utilizes feedback in a manner that prioritizes professional development and avoids any misuse.
Implements best practices regarding feedback.
Effectively manages the feedback process.
Determines the appropriate timeline for implementing feedback results.
Employs feedback judiciously to foster professional growth, maintaining a focus on ethical and constructive use.
Works with others to ensure a smooth feedback process.

Coaching

Engages in productive feedback conversations by focusing on expectations, observations, assessments, and consequences.
Offers guidance to assist employees in adjusting their behaviors to enhance performance.
Engages in impactful performance feedback sessions by emphasizing the purpose of supporting the employee's growth as a professional.
Engages in productive performance feedback conversations by focusing on their purpose: to support the employee's professional growth.
Conducts effective performance feedback conversations by focusing on helping the employee's career development.
Leads constructive feedback sessions by emphasizing actual observations compared to performance goals.
Helps employees to thoroughly understand the feedback they receive, identifying key takeaways, and determining specific steps they can take to address any areas for improvement.
Guides employees through a structured process of reflection and action planning.
Conducts effective feedback discussions by concentrating on expectations, observations, evaluations, and outcomes.
Assists employees in using their feedback to create clear and manageable goals that align with their professional development plans.
Assists employees in converting their feedback results into actionable items.
Assists employees in analyzing the feedback they receive to identify key themes and specific areas for improvement.
Reviews the feedback that subordinates receive from others.
Guides employees in translating their feedback into action plans.

Provides Support

Cultivates a positive atmosphere by providing feedback, guidance, and support.
Offers resources, tools, and regular check-ins to ensure employees stay on track and make meaningful progress during the feedback process.
Provides guidance and support throughout the feedback process.
Facilitates meaningful performance feedback discussions by highlighting their goal: to aid the employee's professional development.
Offers the necessary resources, education, and assistance to ensure feedback is effective, prompt, and practical.
Facilitates employees in transforming feedback into tangible actions.
Provides support and resources, such as training programs, mentorship, or tools, to help employees develop the skills and knowledge required to implement these changes effectively.
Conducts regular feedback sessions, such as one-on-one meetings or performance reviews, to help maintain ongoing communication and ensure that employees stay on track with their development goals.
Equips managers with essential tools, training, and support to guarantee feedback is constructive, timely, and actionable.
Facilitates effective feedback between managers and their employees.
Provides the necessary tools, training, and support to ensure that feedback is constructive, timely, and actionable.

Provides Training

Plans workshops on effective communication, providing resources for self-assessment, and establishing feedback mechanisms.
Organizes workshops on effective communication, offering resources for self-assessment, and implementing feedback systems.
Hosts training sessions on communication skills, supplying self-assessment tools, and setting up feedback systems.
Works with Human Resources to implement training for the Feedback system.
Conducts seminars on effective communication, offering self-assessment resources, and deploying feedback frameworks.

Positive Attitude

Sees feedback as an opportunity for growth.
Regards feedback as a beneficial opportunity.
Expresses appreciation for the feedback and acknowledge the effort others put into providing it, fostering a positive feedback culture.
Views feedback as an opportunity for growth.
Views feedback as a valuable insight into work behaviors, strengths, and areas for improvement.
Views feedback as a positive experience.
Takes steps to prevent retaliation against feedback givers.
Views feedback as a way to identify areas for improvement, set meaningful goals, and continuously strive for excellence.
Sees feedback as an opportunity to learn and improve.
Considers feedback as a positive and enriching process.

Creates Conducive Environment

Develops a culture that supports open conversations, mutual respect, and continuous enhancement to facilitate constructive feedback between managers and their employees.
Fosters a culture of dialogue and performance insights at all levels which is essential for effective feedback in crucial interactions between employees and their managers.
Fosters a constructive environment through feedback, coaching, and mentoring.
Fosters a culture where feedback is seen as a valuable opportunity for growth and development.
Builds an atmosphere that fosters open communication, mutual respect, and perpetual growth to enable effective feedback exchanges between managers and their teams.
Fosters a culture of continuous improvement, where feedback is used as a valuable tool for growth and development.
Fosters a culture of continuous improvement by embracing feedback from others.
Promotes an atmosphere that champions continuous education and enhancement.
Cultivates a setting that promotes open dialogue, mutual regard, and ongoing development to ensure effective feedback between managers and their employees.
Creates an environment that encourages open communication, mutual respect, and continuous improvement to facilitate effective feedback between managers and their employees.
Nurtures an environment that supports lifelong learning and progress.
Creates an atmosphere that supports and encourages dialogue, enabling employees to develop the necessary skills to effectively seek, provide, and receive feedback.

Want more Feedback items?
View more Feedback items here.