We must consider following things when provide feedback to others:
Employee feedback is the process of sharing information with employees about their performance, skills, or behaviour at work. But it’s not just about dishing out criticism.
The objective of employee feedback is to direct staff towards practices and resources that will help them do their job better. It should also be geared towards recognizing and celebrating employee accomplishments.
Considering factors:
- Feedback is enabling a person to take his or her own responsibility by sharing information with him or her.
- Good feedback is not an advice, but provide the person to take his or her own decisions.
- One shouldn't try to force feedback; if a receiver is not open to it, it will not work.
- Good feedback doesn't make people feel offended: it just describes the behaviour but doesn't judge on it or interprets it.
- In feedback one should try to be as specific as possible; talking about a specific situation instead of generalizing the information over several incidents.
- Feedback is meant to enable personal growth of the receiver. It's not a way for a manager to get rid of his or her own frustrations on this particular person.
- The receiver of feedback should be able to do something with the information: things he cannot change -like for example giving him or her feedback on stammering- is useless (and painful).
- Feedback is most effective right after the behaviour occurred.
- Receiver and giver have to make sure they do understand each other well. One way of doing this is by using the method of active listening: recapitulate, check on understanding, and only then make a point.
We only see our one side. To know ourselves properly, it is very important to receive feedback from others. When get feedback, we have to think that it is an opportunity to improve ourselves. It is also important to build a good team.