Employee asks his colleague for feedback

Unlock the full potential of your feedback

The same situation can be perceived very differently by different people. With feedback, we get to know others' perspectives and thus arrive at a differentiated picture of the situation. Feedback isn't about being right, but about learning something about yourself and others.

We've put together a great poster with the most important tips & tricks that you can use for the next feedback session with your team.

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Employee writes his feedback

Tips for the feedback givers

Use specific, observable examples
Describe concrete experiences and what they've triggered in you.

Use "I" messages
Describe your personal view — and only this one. What do you want to change and for what reason?

Be honest and constructive
Say what you think and what you could do to improve the situation.

Describe your feelings
Describe how you feel and what a particular initial position triggers in you.

Communicate needs
Explain what you'd like to do in concrete terms, or what measures could be implemented to see improvement.

Tips for the feedback recipient

Don't forget: feedback is a perception
Feedback is the personal view of the feedback givers, and it's only one of many perspectives.

Listen carefully
Focus on listening and processing the feedback. Often it isn't necessary to react to it. Saying thank you is enough.

Treat feedback as a gift
The more feedback, the more perspectives. It's crucial to reflect on the feedback you receive. However, ultimately, you decide if and how you act upon it.

Ask clarifying questions
Ask for more information if the feedback isn't clear. Otherwise, misunderstandings can arise, and they typically remain undiscovered for a long time.

Employee reflects on positive and negative work situations
Employee asks his colleague for feedback

Why is feedback so important?

When we give each other feedback as a team, it makes it easier for us to do a good job.
We can better understand how our team members perceive our actions and cooperation if we talk about it regularly. Open feedback creates trust because you get clear clues and orientation. This trust is the basis for active collaboration and a healthy team performance.

Feedback leads to reflection.
Giving and receiving feedback leads to a reflection on our behaviour and that of others. This reflection is the basis for learning and change.

Feedback helps us to discover new opportunities for development on a personal level.
It leads to an investment in our skills and abilities.

Feedback enables us to adapt flexibly to a continually changing environment.
If we continuously learn where our strengths lie and where we can collectively improve, we develop as an organisation.

Feedback provides food for thought and ideas from other perspectives.
Feedback is a basis for innovation. It helps to make more informed decisions.

Types of feedback

Employee reflects on positive and negative work situations

Feedback about a situation

A circumstance, such as the current collaboration, a work result like a product idea, or the new strategy document.

Employee reflects on positive and negative work situations

Feedback on a person

The concrete, observed behaviour of a person or group of people in one or more situations.

Employee reflects on positive and negative work situations

Quantitative feedback

Quantitative data are like signposts. They help to quickly identify where to look more closely.

Employee reflects on positive and negative work situations

Qualitative feedback

Written feedback provides information about the concrete problem and their underlying causes.