At time of school we get the marks and even in university we get the marks but very rare we get a feedback from teacher/ professors and same carried over in professional life with the job having a manager with out feedback!
How do you feel about feedback and how can we make a change to receive feedback to improve further? Saving Changes...
Thomas WalentaGlobal Project Economy ExpertHackenheim, Germany
Agree with Dinah (retrospective) and Rajesh (active listening skills). Would add that looking for mentors is also a good ways to increase your feedback level. Avoid looking at FB likes as feedback.
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1 reply by Riyadh Salih
Dec 18, 2018 10:08 PM
Riyadh Salih
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Thomas, thanks for your comment I thought that retrospective only done in agile /scrum set up, I haven't seen it done in our normal Project Management ( waterfall)
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Drew CraigSr. Agile & Product Coach| VanguardPhiladelphia, Pa, United States
Dec 18, 2018 9:28 AM
Replying to Dinah Young
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If you have a Lessons Learned or Sprint Retrospective it can be a good time to give and solicit feedback. It must be in a constructive manner.
I have also felt that there should be a way for employees to submit some feedback to the manager's manager during the formal review process. This can be in the simple format of what does my manager do well, what can they improve. This would not go directly to the manager, but will be filtered by their manager. This is not also a full 360 degree review process, just input.
Good points, Dinah. Having the opportunity for a true two-way feedback loop can provide significant alien return to the organization - only if kept professional and constructive. Our team retrospectives are greatly beneficial. A necessary consideration is the importance of creating a safety-zone for individuals to feel able to provide honest feedback. Saving Changes...
Senior Projects Manager | Field & Marten AssociatesNew Westminster, British Columbia, Canada
Sometimes you need to pursue this yourself to receive feedback. If you wait to receive feedback from others then you probably won’t receive feedback all the time.
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1 reply by Riyadh Salih
Dec 18, 2018 10:10 PM
Riyadh Salih
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Rami, you are absolutely right it looks like we need to push for it in some places otherwise it will just pass like that without.
Ken Blanchard said that "Feedback is the breakfast of champions"
Independently from your company official feedbacks to your team members, if you want your project team to excel and become champions, you should provide them with frequent specific high-quality "breakfast" feedback.
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1 reply by Riyadh Salih
Dec 18, 2018 10:14 PM
Riyadh Salih
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Ken, thanks for your contribution looks like a good omelette will do the trick :) but yeah you're absolutely right or at least weekly / monthly it should be there.
That's really interesting, I remember one of my teachers in the master, she is called Lynda Bourne. I remember we made exercises to coach and manage people. I think the feedback could be considered as an art, the same feedback but in the right way, with the right words, is really difficult to do, but with the right training you can achieve that skill.
In my opinion, I prefer to receive the feedback no matter the way, but with honest. The project managers might be always open to receive feedback and manage their own emotions.
Jesus, good contribution that was really lucky to have teacher like that, Saving Changes...
We need to separate feedback from formal evaluation. The latter is mechanical, policy-based and usually unpleasant to both manager and direct report. The former should be in the moment, frequent, and comfortable.
Kiron
Kiron, thanks for your contribution any feedback should add value to the PM to look for future corrective action if needed or to improve on one area of concern. Saving Changes...
If you have a Lessons Learned or Sprint Retrospective it can be a good time to give and solicit feedback. It must be in a constructive manner.
I have also felt that there should be a way for employees to submit some feedback to the manager's manager during the formal review process. This can be in the simple format of what does my manager do well, what can they improve. This would not go directly to the manager, but will be filtered by their manager. This is not also a full 360 degree review process, just input.
Dinah, thanks for your feedback this type of thoughts could be dangerous I am afraid unless like Andrew said in a constructive way, because this might open new holes to bypass the manager and go directly to his manager, the chain of command will not be followed, few people are complainer or they just indulge in hearsay will take advantage of that.
I prefer that they discuss it first with the manager and if it is legitimate then just give time for the manager to correct if after that discussion and the promise to change or correct does not happen then escalate to second manager Saving Changes...
Ruth Marina Lopez PerezResponsable TI| INSTITUTO DE PREVISION SOCIAL MILITAR - NICARAGUAMasaya, Los Madrigales, Nindirí, Nicaragua
Dec 18, 2018 2:45 AM
Replying to RAJESH K L
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Yes we receive feedback daily i.e. every minute. One should be a keen listner to understand
I are accord with Andrew Craig. Sometimes the feedback in all moment, it could be insecurity, manager with corrects idea about you personal. Because always not we can building relationship 1:1 with our managers. But we are professionals and can learn every day with effort so much.
Some manager don't know the value of you keys employees.
As professionals we have the compromise of offers mutual help and sharing of knowledgment.
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1 reply by Riyadh Salih
Dec 18, 2018 10:19 PM
Riyadh Salih
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Ruth, yes you're right few managers doesn't know the value of their key players, due to lack of training or negativity with their personality. and I see in many places our patience has been tested
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Kandie IsomProcess & Control Lead| OneSource VirtualCarrollton, Tx, United States
Feedback & coaching should be given immediately at the moment a behavior happens. If you are not getting any feedback then you can ask for it after a 'performance'. For example, a presentation to the Steering Committee has just been completed and a trusted co-worker is in attendance, then you can ask him/her for honest feedback on the presentation.
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1 reply by Riyadh Salih
Dec 18, 2018 10:22 PM
Riyadh Salih
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Kandie, that's a good idea after presentation to evaluate the impact on the audience for future improvement
Saving Changes...
Ruth Marina Lopez PerezResponsable TI| INSTITUTO DE PREVISION SOCIAL MILITAR - NICARAGUAMasaya, Los Madrigales, Nindirí, Nicaragua
I are accord with Andrew Craig. Sometimes the feedback in all moment, it could be insecurity, manager with corrects idea about you personal. Because always not we can building relationship 1:1 with our managers. But we are professionals and can learn every day with effort so much.
Some manager don't know the value of you keys employees.
As professionals we have the compromise of offers mutual help and sharing of knowledgment. Saving Changes...
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