Positive feedback you can give: “I’m really happy with your determination to finish this project. I know it wasn’t easy, but I knew you could do it. Your helpful attitude makes it clear that you can continue to take on new challenges and grow with the company. Thank you for your extra effort.”
Feedback is defined as a return of information about a result or the returned portion of a process. … An example of feedback is a high pitched noise that is returned from a speaker when a microphone gets too close to it.
“That’s a really great start, but perhaps you could…” “You’re on the right track, but you’re not quite there yet.” Positive phrases such as these help students see that learning is a journey – and there will be some speed bumps along the way!
Formal feedback is planned and systematically scheduled into the process. Usually associated with assessment tasks, formal feedback includes the likes of marking criteria, competencies or achievement of standards, and is recorded for both the student and organisation as evidence.
Getting insights on your potential for growth: “I’m passionate about developing my skills to a point where I could be an effective team lead one day. Would you be able to let me know if you see that type of growth potential in my future at the company?”
At its core, feedback isn’t just about advice, praise, or evaluation. “Effective feedback requires that a person has a goal, takes action to achieve the goal, and receives goal-related information about his or her actions.” explains author Grant Wiggin.
The three forms of feedback: appreciation, coaching and evaluation | CTO Craft.
Examples of informal feedback
“Great job on achieving XYZ! I know it was a tough project, and it turned out great.” “I appreciate how innovative you were with streamlining XYZ! I think our team would benefit from learning what you did differently.”
Example of constructive feedback: “Helen, I always appreciate how productive and reliable you are, but I have noticed a change in your performance lately. Turning in assignments late is unlike you. I wanted to check in with you to discuss any challenges you have been facing and understand how I can support you better.”
Excellent Keep up the good work. Exceptional Magnificent Exciting Majestic thoughts Exemplary Marvelous Exhilarating Meritorious Extraordinary Much better Fabulous My goodness, how impressive! Fantastic Nice going Favorable Noble Fine Noteworthy Fine job Now you’ve figured it out.
feedback. can be defined as input from a reader to a writer with the effect of provid- ing. information to the writer for revision. In other words, it is the com- ments, questions, and suggestions a reader gives a writer to produce ‘reader-based prose’ (Flower, 1979) as opposed to writer-based prose.
Evaluative – Making a judgment about the value or appropriateness of a subordinate’s statement. Interpretive – Restating what a subordinate means. Supportive – Encouraging or bolstering a subordinate’s communication. Probing – Attempting to gain additional information, continue the discussion, or clarify a point.
The DESC feedback technique – describe, express, specify, consequences – is a simple and powerful way to express to an individual what you would like them to do more, less, or differently to enhance their performance and maximise their effectiveness. The first step is to Describe the perceived behaviour.
Constructive feedback is the type of feedback aimed at achieving a positive outcome by providing someone with comments, advice, or suggestions that are useful for their work or their future. … Good constructive feedback should focus on the work rather than being a personal negative attack against an individual.
“You put so much hard work into getting this client, and it really paid off. Thanks to your focus and determination in going the extra mile and managing all of the complexities of this project, we met our goals.”
Impact feedback is the most effective type of feedback to start with because it informs a person about the results of their behavior without dissecting the details, assuming motivation, or placing blame.