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All of the latest news and views from Career Evolution.
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All of the latest news and views from Career Evolution.
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Career Evolution Ltd Manchester Business Park, 3000 Aviator Way, Manchester M22 5TG |
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0161 266 1136 | |
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Feeding back – what you need to hear
AdviceWhen it comes to feedback at work, it’s important to be both honest and constructive. Don’t be opaque and try to provide a positive steer on what can be done in the future. Feedback can be required on any number of subjects – it can be a piece of work, an overview of a project or a job interview. The latter is particularly interesting, as we all want to know how we have presented ourselves – either positively or negatively. This is even more so, if our application has been unsuccessful, as we need to hear where we didn’t measure up to the role or fit with the organisation.
Honesty counts
Constructive criticism is welcomed by most people, but there are others who may take it to heart. It’s important to get the balance right between providing an honest opinion and not shattering someone’s confidence and making them question their abilities. It’s no use to be too woolly and vague with feedback either. Saying someone’s effort has been ‘good but…’ is attempting praise at the same time as finding faults. If doubt creeps into a person’s mindset, it can be difficult to dislodge and if that negative feedback is repeatedly identified from multiple separate sources, it can be problematic and will need to be addressed. Career Coaches can help with preparation for interview situations, and having that preparation time can be a vital part of identifying where weaknesses might lie. It can also improve confidence, before any negative feedback can have an impact.
Everyone has strengths and weaknesses, but not everyone is suited to every role. A realist will rigidly only apply for roles they can see themselves in and it’s important to have realistic expectations. Often transferable skills can allow movement across sectors, so feedback can sometimes open doors and demonstrate where a skillset can be deployed in wider areas. Playing to strengths is the obvious way to approach an interview and feedback from colleagues and friends can prove useful in identifying these strengths. Candidates should think about areas where they are strong and are applicable to the role. If they don’t manage to secure the role, other positives may arise from the outcome.
Working relationships
Regardless of whether applicants are internal or external if they are unsuccessful there is a good chance they will ask for feedback. But when this is an internal application, you might need to be more considered in the feedback you offer. You will need to work alongside them and maintain a positive working relationship. Make sure that if someone asks for some feedback on their interview, then initially try to focus on the positive elements of the interview. This will give them encouragement and be a firm foundation to build on. But also, you should highlight areas where there could be room for improvement.
Weaknesses, for example, needn’t be viewed as wholly negative, as they may identify training opportunities that can be undertaken to shore up areas that need strengthening. Communication skills are one area that might be viewed as a weakness and these can be improved by working with a specialist to raise confidence, or hone technique. Remember, all feedback – both positive and negative – is useful, so give and receive it wisely.