He constantly receives comments from others about his performance at work. A client can be happy with his interaction. A colleague can get away from an annoying meeting. He obtains comments on a report that has written, e -mail discussing a presentation or thoughts about the way he interacts with creamleages.
In the best of the worlds, the comments you receive is clear and easy to understand. Good feedback has three characteristics.
- It is a behavior that was dedicated to it.
- It provides a clear and precise evaluation of the consequences of that behavior.
- It suggests actions that you can take in the future that would better adapt to the occasion.
The farther the comments of this formulation are diverted, the more difficult it will be to understand the comments or recognize how it applies to you and what you should do about it.
When you receive comments that you do not understand, it is valuable to get more information to make sure you can learn from experience and improve. I will invent how to address the three components of good comments at a time, but first a word asking questions related to comments.
It is important to start any questions pointing out that you are asking for clarification. He does not argue that the feedback was not justified. There is no easier way to make sure that you never get comments than to spend your time trying to convince some that you did nothing first.
1. Question about what went wrong
Sometimes, the comments you get differs to process because it is not clear about what you did wrong. That can happen because some assume that you already know.
More often, he thought, it happens because someone criticizes his motivation instead of his actions. They will talk about their attitude or intention. In general, when people try to evaluate their motivation or intention, they are wrong, so the description of the comments does not sound true for you.
Instead of discussing your motivation or situation, request a clearer description of what it did. To the extent that he believes that his motivation or intention was different from what he was described, it is fine to clarify his motivation, but he must start with a phrase such as: “I can see how I would think I was trying to do it.” When discussing your motivation, so that you are not trying to make the other person feel the situation read badly.
2. Ask the impact
Sometimes, particularly at the beginning of his career, understanding the consequences of an action may be the most important part of the comments he receives. I did something that you thought I would lead to obtaining different foods. Get.
In addition to understanding the consequences of its action, if you are talking to a more knowledgeable colleague, it may also be useful to have its feeling of why the action had the impact it had. To improve to predict the impact of their actions, it is important to understand the relationship between what it does and what happens next.
3. Ask about the future
It is possible that he has a clear idea of what he did and what happened as results, and even so that the comments have not given him knowledge of what he should have done. Sometimes, the person who gives comments has simply been clear about their recommendations for future actions. Other times, the person who comments does not know what the leg should do.
When confused about what you should do differently in the future, you can go to the person who faces your comments to obtain advice. However, you can also find a trusted mentor to review the situation and help you cross other ways in which you could have handled it. Often, someone further from details (and maybe someone with more experience than the person who commented) can give lighter advice on better alternatives for the future.