by At Apliteni, feedback is important for the growth and success of our team. It’s not just about recognizing hard work or offering constructive advice; it’s also about fostering teamwork, building trusting relationships, and showing genuine interest in each other’s development.
How you deliver feedback can impact performance, morale, and productivity. Knowing how to give feedback effectively — both the good and the not-so-good — is a key skill for everyone.
So, let’s dive into how the Apliteni team handles feedback!
Why Feedback Matters at Apliteni
At Apliteni, feedback is more than a review — it’s an ongoing conversation that promotes alignment and growth. We believe that mastering feedback is a life-long process, so we take our time to learn and improve this skill constantly.
When new members join the team, they need constant guidance to align their work with the company’s standards. That’s why our mentors and colleagues offer feedback that helps integrate newcomers into the team.
It’s not just about pointing out what’s wrong — it’s about building a team that thrives together.
“I joined the Apliteni team this summer, and the onboarding was incredible. The team helped me settle in fast and gave feedback that made it easy to understand how things work here. I truly feel like I’ve found the perfect place to grow!”
Ksenia, the content creator at Apliteni
How to Give Feedback Effectively
Effective feedback consists of three main basics:
- Objectivity
- Constructiveness
- Specificity
It doesn’t matter if you give positive or negative feedback, focusing on these principles ensures your feedback is heard and well-received. But let’s be more specific and look at each point in detail.
Be Objective, Not Personal
When giving feedback, focus on what someone did, not who they are. Stay away from personal preferences or vague opinions.
For example, instead of saying, “You’re bad at planning,” try something more fact-based, like, “Several projects were delayed this month. Let’s see how we can improve project planning.” This makes the feedback more about solving the issue together rather than blaming.
Use Specific Examples
Saying, “Good job” is nice, but it doesn’t give someone much to work with. Instead, specify which actions and results you liked or think a person can improve.
For example, rather than saying, “Your reports have errors,” try, “The report on Project X had a few mistakes in the data section. Let’s go over the numbers and double-check them.”
Yes, you might say this feedback is too “wordy,” but that’s what you need.
Providing specific feedback ensures that the person understands exactly what they did well and what needs improvement, leaving no room for misunderstanding. This way, they can focus on the areas that need attention and make meaningful progress.
Consider the Context
Always factor in the circumstances. Was someone working under a tight deadline? Did they face unexpected challenges? Acknowledging the context shows empathy.
For example, “Given the tight timeline, your report was impressive. Next time, let’s make more time for a final review to catch small errors.” This way, the feedback feels supportive, not critical.
The Feedback Sandwich: A Balanced Approach
One way to make feedback more digestible is by using the feedback sandwich — start with a positive, follow with a suggestion for improvement, and end on another positive note. This method softens the negativity of any criticism and keeps the conversation constructive.
Example:
- Positive: “Your presentation was clear and well-organized. It’s obvious you’ve spent a lot of time researching and organizing the data.”
- Constructive: “One area for improvement could be audience engagement. Maybe ask a few questions or encourage discussion next time.”
- Positive Close: “Nevertheless, I appreciate your thorough approach and commitment to our overall success. I’m confident together we’ll achieve outstanding results on this project.”
Handling Negative Feedback: How to Soften the Blow
No one loves hearing constructive feedback, but it’s necessary for growth. The trick is to soften the blow without watering down the message.
The main tip here is to avoid accusatory words like “always” or “never” and focus on the behavior, not the person. Additionally, ensure that feedback is timely and relevant — delivering it weeks or months later can diminish its effectiveness.
Rephrasing Example:
- Accusatory: “You never listen to advice.”
- Constructive: “I think we could work on improving communication. Let’s figure out how we can better listen to each other and take advice into account.”
This way, the conversation shifts from blame to collaboration, making it easier to comprehend.
Celebrating Wins with Positive Feedback
Positive feedback is just as important as pointing out areas for improvement. Recognizing someone’s strengths boosts morale and shows appreciation. As with constructive feedback, be specific. Highlight exactly what they did that made a difference.
Example:
“Your attention to detail in the quarterly report was outstanding. The accuracy of the data has helped us understand what steps our company should take next. Your hard work surely didn’t go unnoticed.”
Balancing Short-Term and Long-Term Feedback
Yes, we usually focus on the current tasks and provide feedback for them. However, feedback shouldn’t only address immediate tasks. While offering advice on short-term performance is important, it’s equally important to link feedback to long-term growth.
For example, “In the short term, we can work on time management. Looking ahead, I also see potential for you to take on more leadership roles.” This encourages ongoing development, not just immediate fixes.
Receiving Feedback: Stay Open and Curious
It takes two to tango when it comes to feedback. At Apliteni, we encourage everyone to be open to feedback — whether it’s positive or a suggestion for improvement. When you receive feedback:
- Listen closely to what’s being said, not just how it’s said.
- Ask for clarification if you’re unsure about something.
- Reflect on the feedback and consider how you can use it to improve.
Staying open-minded and curious about feedback shows you’re committed to learning and growing.
Wrapping It Up: Feedback is a Team Effort
Sharing and receiving feedback effectively is a key part of Apliteni’s culture. It’s all about creating an environment where everyone can grow and succeed.
By being objective, using specific examples, and offering feedback with empathy, you’ll help your teammates feel supported and motivated to improve.
Remember, good feedback highlights what’s working well and offers suggestions for how to get even better. Use our team’s tips to build stronger, more collaborative relationships within your team.
