Giving & Receiving Feedback in the Workplace

At FGP, we believe in putting people first. Whether we are celebrating wins or having tough conversations with each other, we always want to make sure we are considering the lens of the receiver when we are providing feedback. It can be tempting to avoid difficult conversations because they can be challenging to navigate, but they can also help us continuously improve ourselves and our team. We’re breaking down our top tips for giving and receiving constructive feedback in today’s blog.

Giving Constructive Feedback

When it comes to giving constructive feedback in the workplace, we believe all feedback should come from a place of caring. We encourage our team leaders to offer open and honest feedback to teams, offering insights into how a situation can be improved and used as a learning opportunity rather than focusing on the negative. We never want a team member to walk away without feeling like they are valued and that they have the opportunity to keep improving within their role. So, we recommend the following approach:

1. Run to difficult conversations, instead of running away from them. The longer issues sit, the more complex and damaging they can become.
2. Start with the positive, and don’t play a blame game.
3. Be concise but empathize with emotions.
4. Clearly and specifically outline how you expect this feedback to change behaviors.
5. Emphasize continuous improvement over behavior correction.

Receiving Constructive Feedback

If you are on the receiving end of constructive feedback, it can feel intimidating, but try to see it as an opportunity for growth. If someone is taking the time to intentionally share feedback, they care about you and want to help you improve and grow. Here are our tips for how to navigate receiving constructive feedback:

1. Pause and reflect on what the feedback is – try to understand their perspective.
2. Ask any follow up questions that may come to light.
3. Vocalize your appreciation for the opportunity for improvement.
4. Reflect and circle back with the person who gave you feedback to follow up with any questions and provide updates on how the feedback is affecting your work.

When it comes to giving and receiving feedback, the intent should always be to grow and learn together from a place of caring. We like to see feedback as an opportunity for growth and a mutually beneficial conversation for all parties. Especially in a place of work, colleagues are some of the best resources for continued improvement, and the more we push each other to be better in our roles, the greater the impact we can have on our team and company.