Feedback: The holy grail for professional growth

Dyvon Taylor

Feedback is essential to the professional growth of individuals and organizations. In this blog, we explore the essence of effective feedback and its impact on promoting success. In doing so, we introduce four types of feedback and how our recent training has taught us how to give and receive valuable feedback.  

What is feedback?

Feedback is information provided for the purpose of assessing and promoting a person's performance, behavior or results. It is used to learn, develop and grow. There are several ways to give and receive feedback, such as:

  • Evaluative feedback
    This form of feedback involves making a value judgment about another person's work. It provides a subjective assessment of strengths and areas for improvement. In addition, it identifies opportunities for personal growth.
  • Corrective feedback
    This specific form of feedback focuses on the content of the task another person has performed. The goal is to create awareness of undesirable aspects and provide suggestions to correct them.
  • Feed forward
    Activating feedback, also known as feed forward, provides suggestions, advice and ideas for future actions and performance. It identifies opportunities, promotes growth and encourages proactive action.
  • Motivational Feedback
    Motivational feedback increases a person's motivation, commitment and positive energy. It highlights an individual's strengths, successes and contributions to encourage self-confidence and enthusiasm.

Feedback training within QGROUP

Every year, our employees undergo a 360-degree feedback interview. To prepare them for this, our HR team has developed a training course for all labels within QGROUP. This training includes the integration of the four feedback types and provides various methods for giving feedback. The training session included three interactive tasks: a feedback carousel, ranking the stars and the rating wall.  

The feedback carousel

Five rounds were organized for this interactive session, in which all colleagues participated. To promote diversity, employees were divided into two groups and placed opposite each other. Thus, each person faced a different colleague right in front of them.

  1. Icebreaker
    In the first round of the feedback carousel, colleagues looked each other straight in the eye for one minute without saying anything. This exercise was designed to break the ice and recognize the difference between perception and interpretation.  
  1. One-way questions
    During the second three-minute round, colleagues asked work-related or personal questions to the person across from them. The person being questioned was not allowed to ask questions back, but was given the same opportunity with another colleague afterwards.
  1. Discovering Yourself by Asking Others
    During the third round, colleagues were again given three minutes to ask questions about themselves to another person. A common question was, "What was your first impression of me?"
  1. Compliments
    In the fourth round, colleagues took turns giving each other compliments. Each person was given three minutes. The purpose of this exercise was to encourage employees to give specific compliments and receive them with openness.
  1. Giving critical feedback
    Last but not least, in the final round, colleagues were expected to be clear and direct about the content when giving critical feedback. They were given two minutes to do so and were asked to remain friendly and caring.

Ranking the stars

In addition to the feedback carousel, the HR team organized an exercise called "Ranking the stars." During this exercise, all participating colleagues received an A4 containing skills essential for performing their jobs, such as communication, flexibility and hard work.

The goal was for everyone to rate their colleagues on these skills. Ratings were expressed on a scale from 1 (beginner) to 5 (expert). After the grades were completed and the average calculated, they were asked to explain their ratings. This is how we encourage the growth of all employees within our company.  

Appreciation Wall

On the appreciation wall, colleagues had the opportunity to compliment each other in a positive way. They wrote on a post-it what they appreciated about another person and stuck it on a whiteboard by that person's name.  

The whiteboard was soon filled with colorful post-its full of appreciation and positive messages, creating an inspiring and motivating environment. While reading these compliments, colleagues received a boost of self-confidence and a sense of belonging and recognition was created within the team.

Why give feedback?

Feedback is invaluable for professional growth. It is like a compass that clarifies expectations and helps identify strengths. In addition, it creates a positive work environment where colleagues feel valued and motivated to give their best.  

With constructive feedback as a guide, employees can sharpen their skills, overcome obstacles and achieve success. It is a powerful tool that helps not only individuals but also teams and organizations grow.  

Do you have any questions or comments? Please contact us. Looking for temporary support or permanent support for your team? Check out our labels.  

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