How to receive feedback for effective communication

Communication and feedback are two-way, and only two-way harmony and goal coordination can be called effective communication.

You mentioned "how to receive feedback in order to communicate effectively", and your purpose is "to achieve effective communication", right?

Here's feedback. Is your focus on "how to receive feedback", is the focus on "how" or "how"?

This is the distinction. If you want to receive feedback from the other party, then you should also take the initiative to give feedback effectively, do you agree?

It's emotion and value.

As soon as you ask Yida, there is two-way communication, if it is positive, the communication is effective, do you recognize? If I respond to your question, does that count as feedback? Do you think my request is reasonable for us to send our information to the other party and we need confirmation from the other party?

If mine is helpful to you, it proves that you have a positive and approved attitude towards me, right?

The details are as follows. What are the main manifestations of communication problems: (1) Communication barriers caused by differences in individual personality characteristics.

Differences in personality, temperament, attitude, emotion, interests, etc., will become obstacles to communication. (2) Obstacles caused by the gap in knowledge and experience level.

In the process of communication, where information is prone to distortion: 1. Information related to his privacy; 2. Information that has an interest in you or those you can reach; 3. Information that he doesn't think you know.

1. Word-for-word feedback: Simply put, it is a word-by-word repetition. This type of feedback is particularly suitable for the confirmation of objective information.

For example, if the other party tells you the time, place, name, specifications, etc., you can make sure that the information sent by the other party is not deviated from the information you received through verbatim feedback. For example, the boss tells you: "Xiao Wang, you go to talk to the other party about this list, and hope to make an orange for more than 500,000 yuan."

You say, "Boss, so your request is to want to close the deal above 500,000 yuan." "Quite simply, it's verbatim feedback.

2. The advantages of verbatim feedback are very obvious, it is simple to operate, and can ensure that the information is not distorted in the first delivery process. The disadvantages are also obvious, not suitable for situations with emotional outbursts; There is no way to prove that the listener really understands and understands.

3. Agree to paraphrase: When giving feedback, it is not repeated, but directly with your own understanding of the text, and the meaning of the other party is synonymously paraphrased. This has the advantage of ensuring that the person who conveys the message and the person who receives it get the same message.

How to communicate in a timely and effective manner when encountering feedback problems.

Respond to feedback as soon as possible to let the other person know that their issue is being taken care of. Even if you can't solve the problem right away, communicate your concern and commitment to the other person and let them know that you are doing your best to deal with it. 2.

3.Provide a clear solution: Provide a clear solution or suggestion in your response.

Maintain a positive attitude and try to respond in friendly language. Avoid over-promising or using a negative tone and be professional and polite. 6.

Proactive tracking: If the issue can't be resolved immediately, follow up and provide updates to the other party. Let the person know that you're actively looking for a solution, and try to give a time frame for resolving the issue.

7.Feedback Closed Loop: After the problem is resolved, feedback to the other party and confirm whether the problem has been resolved.

This can help maintain the other person's trust in you and provide opportunities for improvement and learning.

Dear, hello, I'm glad to answer for you, the reason for this kind of communication is that management communication is originally a two-way interaction, mutual benefit and win-win process, just like the sound of light waves. Otherwise, the one-way output without feedback will be useless, thankless, and a complete communication feedback process is called like this: first of all, the information generator passes"Expression"The message is sent out, followed by the receiver of the message through"Listen"Receive information.

For a complete and effective communication, these two links alone are not enough, there must also be feedback, that is, the recipient of the message responds to the other party in a timely manner during or after receiving the information in order to clarify"Expression"with"Listen"Possible misunderstandings and distortions in the process. 1.There are two types of feedback categories for feedback:

One is positive feedback and the other is called constructive feedback. Positive feedback is to praise the other person for doing good things and hope that the good behavior will come again. Constructive feedback is to give him suggestions for improvement where the other person is lacking.

It is very important to note that constructive feedback is a suggestion, not a criticism. 2.How to give feedback (1) Feedback on the needs of the other party should stand in the position and perspective of the other party, and give feedback on the aspects that the other party needs most.

For example, in the semi-annual performance appraisal, the subordinate is eager to know the evaluation of his work and ability by his boss, and expects the boss to show him the direction of his next step. If the manager, as a boss, does not give feedback after the performance review, or says it lightly, it will dampen the enthusiasm of the subordinates. (2) Be specific and explicit The following are two examples of giving specific, explicit feedback:

Wrong feedback --"Xiao Li, your work is really important! "This way of expression is very empty, and Xiao Li doesn't know why his work is important, so he can't really impress the other party. Correct feedback --"Company documents and correspondence are the performance of the quality of a company, representing the level, spirit and culture of a company.

Xiao Li, your work is very important. "This kind of feedback to subordinates is not an empty and dry preaching, but can have the effect of getting twice the result with half the effort. (3) Some constructive managers are prone to arbitrarily draw conclusions about their subordinates' opinions or ideas, such as saying them in a critical or contemptuous tone"Your idea simply won't work!

You're still too young, young man! "etc., which made the subordinates very boring, and as a result, dampened the enthusiasm of the subordinates to communicate with each other. If we change our attitude and give feedback to our subordinates in a constructive, encouraging tone, the effect will be different, for example:"Xiao Wang, your opinion is very good, although some ideas can not be realized at present, but you are very brainy, very concerned about the development of our department's business, such suggestions will be said in the future! "。

Hello dear! 1.Consider the timing first, think about why you need feedback so you can schedule the follow-up appropriately.

For example, would you like to get feedback on your overall performance, or feedback on a particular project, task, or event? If you need feedback on overall performance, then you can request it at any reasonable time. 2.

Be specificWhenever you ask for feedback, be as specific as possible. Lead-based 3Grace If you receive negative feedback, it's easy for you to excuse your actions or shift the blame to someone else.

Therefore, it is important to learn how to handle criticism gracefully. Remember, you need this opportunity to improve! Be open, diplomatic, and thankful for the time and effort of the other person.

4.Listen carefully When you receive feedback, you may immediately start thinking of excuses to explain your actions, or you may start planning what you're going to say when the other person finishes speaking. So, when you receive feedback, make an effort to listen carefully.

Listen actively so you can fully understand what the other person is saying. Large grip.