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PRESENTATION ON:
GIVING AND RECEIVING
CONSTRUCTIVE FEEDBACK.
GROUP MEMBERS:
BIRRA MAZHAR(15)
AQSA NASAR(24)
MUBASHAR ABBAS(40)
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TABLE OF CONTENTS:
 Importance of feedback in personal and professional growth.

 Characteristics of constructive feedback.

 Guidelines for giving effective feedback.

 Receiving feedback with and open mind.

 Techniques for providing feedback.

 Handling defensive reactions.

 Setting goals and actions plans based on feedback received.

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 WHAT IS FEEDBACK?
• It is a response to a person’s activity with the
purpose of helping them to adjust to become
more effective. It comes in various forms:
1. Evaluative.
2. Appreciative.
3. Coaching.
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 WHAT IS
CONSTRUCTIVE
FEEDBACK?
It is basically feedback that is aimed at
1. Improving person’s behavior and
performance.
2. Helping others to learn , grow and
develop their skills.
3. More focused on their actions ; can be
changed and improved.
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5 TIPS TO OFFER CONSTRUCTIVE FEEDBACK:

1. CHOOSE RIGHT TIME AND PLACE:
o schedule meetings I advance.
o Keep meetings short and focused.
o Use video conferencing.
o Be specific.
2. FOCUS ON OBSERVATION NOT INFERENCE:
o Stick to facts.
o Avoid your judgmental language.
o Be respectful.
3. FOCUS ON HOW TO CHANGE:
o Use “I” statements.
o Focus on outcomes.
o Check for understanding.
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4. BALANCE CRITICISM WITH SOME PRAISE:

o Start with praise.
o Offer solutions.
o End on positive notes.
5. EI IS THE KEY:
o Be empathetic
o Give feedback in private.
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 IMPORTANCE OF FEEDBACK IN PERSONAL AND PROFESSIONAL

GROWTH:

1. ENHANCED EMPLOYEE ENGAGEMENT:

• Feel valued , trusted and heard.
• Leads to high level of motivation , productivity and job
satisfaction.
• Strong work ethic and sense of belonging among
employees.
2. BETTER WORKPLACE RELATIONSHIPS:
• Value opinion of all team members.
• Reduce conflicts.
• Create strong healthy relationships.
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 3 WAYS TO PROVIDE CONSTRUCTIVE

CRITICISM:

1. UTILIZE SANDWICH APPROACH.

2. BE CLEAR AND SPECIFIC.
3. MAKE IT ABOUT THE WORK, NOT PERSON.
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CHARACTERISTICS OF CONSTRUCTIVE FEEDBACK:

• DESCRIPTIVE
Descriptive rather than evaluative.
• SPECIFIC:
Specific rather than general.
• WELL-TIME:
Feedback is timely.
• SHARING INFO:
Rather than giving advice.
• AUTHENTICITY:
Build trust, honesty and genuine concern.
Guidelines for giving effective feedback
and receiving feedback with an open mind
( focus on behaviour,not
personality)
• What are guidelines?
Guidelines are rules or instructions that explain
how something should be done, especially
something difficult. They can also be a line that
guides someone or an outline of standards for
future action or policy.
• What are guidelines for effective
feedback?
• Specificity
• Timeliness
• Balance
• Clarity
• Focus on Behavior
• Sensitivity
• Ask for Input
• Goal-Oriented
• Follow-Up
• Consistency
 Specificity: •

Be clear and
specific about
what you're
addressing.
Vague feedback is
hard to act upon.
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Timelines: •

Provide feedback
in a timely
manner,
preferably soon
after the event or
action occurred.
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Balance: •

Offer a balance of
positive feedback
and constructive
criticism. Highlight
strengths as well as
areas for
improvement.
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Clarity: •

Ensure your
feedback is easy to
understand and
actionable. Avoid
jargon or overly
technical language if
it might confuse the
recipient.
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Focus on behaviour: •

Address behaviors
rather than
personalities.
Focus on actions
and outcomes, not
on personal
attributes.
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Sensitivity: •

Be mindful of the
recipient's feelings
and deliver
feedback with
empathy and
respect.
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Ask for input: •

Encourage
dialogue by
inviting the
recipient to share
their perspective
or ask questions.
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Goal oriented: •

Connect feedback
to specific goals or
objectives,
showing how it
aligns with overall
aims.
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Follow up: •

Check in
periodically to see
how the recipient
is progressing and
offer additional
support if needed.
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Consistency: •

Maintain
consistency in
providing feedback
across individuals
and situations to
ensure fairness and
transparency.
Receiving feedback with an open mind :
• 1. Opportunity for Growth:
Feedback provides valuable insights into areas
where you can improve, helping you grow
personally and professionally.
• Enhanced Self-awareness:
Being open to feedback allows you to gain a better
understanding of your strengths and weaknesses,
leading to increased self-awareness.
Receiving feedback with an open mind :
• 1. Opportunity for Growth:
Feedback provides valuable insights into areas
where you can improve, helping you grow
personally and professionally.
• Enhanced Self-awareness:
Being open to feedback allows you to gain a better
understanding of your strengths and weaknesses,
leading to increased self-awareness.
• Improved Relationships:
Accepting feedback demonstrates respect for others'
opinions and fosters better communication and
collaboration in relationships, both at work and in
personal life.
• Continuous Learning:
Embracing feedback as a learning opportunity enables you
to continuously develop your skills and adapt to changing
circumstances in your environment.
• Achievement of Goals:
feedback into your development process, you can
more effectively progress toward your goals and
objectives, ultimately increasing your chances of
success..
 Techniques For Providing Feedback In A
Supportive And Non-threatening Manners
• achieving a positive outcomes
advice, or suggestions that are
useful for their work or their
future.
• The outcome can be faster
processes, improving
behaviors, identifying
weaknesses, or providing new
perspectives.
 Techniques for giving Constructive
feedback
 Make a point to give feedback
regularly
 Be specific with your feedback
 Do not ignore non verbal cues
 Avoid using judgmental
language
 Avoid personal attacks
 Avoid Selective listening
 Avoid using "you" statements
 Be aware of your tone of voice
and body language.
 7Give the employee time to
respond/participation.
 How You Handle Defensive Reactions And
Encouraging Feedback
• Defensiveness is a maladaptive
defense mechanism in
response to someone giving
you feedback that you perceive
as critical.
Example
• There is an overwhelming urge
to protect yourself when you
feel hurt, shame, sadness, or
anger.
 Diffuse Defensiveness with the HEAR™ Model
 H | Hear and articulate the
 E | Explore what is driving the
reaction in a non-judgmental
reaction using neutral language
way.

• “I notice you’ve gotten

• “What are you thinking right
quiet.”
now?”
• “You seem to have some
• “What’s your reaction
strong emotions around
about?”
this.”
 Diffuse Defensiveness with the HEAR™ Model
 R | Refocus the individual on what’s
 A | Acknowledge and validate
true about the feedback and what they
what you heard the person say can learn from it and do about it

• “It sounds like this feedback • “What about the feedback do

doesn’t seem fair to you, you agree with?”
given how hard you’ve been • “What can you do to address
working. I can imagine that these perceptions?”
this must be frustrating.”
 Reason of Creating Defensive feedback
 Limitation of the channel
 Shyness of the receiver
 Discouragement by the
communicator
 Socio economic barriers
 Untimely message
 Language and cultural
barriers
 Selective listening
 Tips For Better Encouraging Feedback
 Think positive
 Dress Sensibly
 Smile facing
 Be soft-spoken
 Leave your ego behind
 Avoid Backbiting
 Help others
 Confidence
 Be patience
 Setting Goals And Action Plans Based On
Constructive Feedback Received
• Your SMART goal is now
something measurable and
actionable with enough
specifics to help you achieve
real results. Keep reading to
see exactly how we went from
a vague goal to a SMART
goal.
 How to set SMART goals

 Applying SMART “Measurable” criteria: "I will distribute a budget

report that shows our department’s current expenses in
comparison to our allotted annual budget."
 Applying SMART "Specific" criteria: “I will
distribute a budget report."
 Applying SMART “Achievable” criteria: "I will distribute a
budget report that shows our department’s current expenses
in comparison to our allotted annual budget and I will
highlight areas where we are overspending.“
 Applying SMART “Relevant” criteria: "I will distribute a
budget report that shows our department’s current expenses
in comparison to our allotted annual budget and I will
highlight areas where we are overspending. Based on our
current spending, I will offer suggestions on how to cut
expenses so that we are back within budget."
 Make your goal TIME-BASED
Applying SMART "Time-based" criteria: "Each month this year, I will distribute a budget report that shows our department’s
current expenses in comparison to our allotted annual budget and I will highlight areas where we are overspending. Based
on our current spending, I will offer suggestions on how to cut expenses so that we are back within budget."