Worried sharing feedback with a tool will undermine the personal touch you get when giving feedback face-to-face? Rather than replacing face-to-face feedback, our goal with Impraise is to enhance the interactions already taking place in your organization. Here are 6 ways Impraise can help you get more out of feedback:
1. Get feedback when you need it
It’s important to have regular 1-on-1s with your manager but feedback shouldn’t stop there. If you encounter an obstacle when your manager is busy or out of the office, rather than letting it put the brakes on your progress, send them a feedback request. Your manager will receive a notification which they can respond to through Impraise’s desktop or mobile application. During the next 1-on-1, you can then follow up by reviewing the feedback conversation on Impraise and discussing how the obstacle can be best overcome in the future.
2. Train feedback habits
Not everyone is comfortable sharing feedback. The trick is finding a feedback style that works for you. Impraise is meant to train feedback behaviors by getting people comfortable with sharing and requesting it more frequently. When starting out, it can be extremely helpful to have time to reflect and word it in just the right way, developing a method you’re comfortable with.
Recipients can then respond by asking further questions or marking it as helpful. It is then stored in their personal dashboard so they can go back and review it at a later date. Once people see their feedback has been received positively and they’ve developed a style they’re comfortable with, it becomes easier to share it in person.
3. Track your professional growth
Regularly asking for feedback enables you to collect data on your personal dashboard and track progress. This way you’ll be able to visualize achievements and pinpoint strengths and areas for improvement. For example:
Focus on developing a specific skill/competency: Ask for feedback on your public speaking skills directly after a presentation
Gain insights into workplace behaviors: Are you easy to collaborate with? Do you communicate your point effectively in meetings?
Track your performance: Share a link to your latest project in a feedback request so people have time to review, reflect and share insightful feedback
4. Gain multiple perspectives with one feedback request
Enrich your performance with multi source feedback. Instead of speaking to each person individually, send one feedback request to multiple people, whether in your team or across departments. Individuals will get a notification of your feedback request so they can respond when they’ve completed their own tasks, ensuring everyone gets the feedback they need without disturbing each other’s workflow.
The best way is to start off small by asking for feedback on one aspect of a project or skill and then using that as a spring board for further conversations. For example, if you get a tip from a colleague suggesting to involve your audience more in presentations, invite them for a coffee so you can get more specific advice on how you can better engage with people while sharing your ideas.
5. Share progress & achievements with your manager
All the feedback gathered in one feedback request is generated into a single report that can be shared with collaborators or your manager. These reports then provide the basis for further discussions. For example, download and print these reports so you can show your manager how you performed on your last project or your progress in developing a new skill.
6. Praise your teammates
Recognition is one of the most effective methods of boosting team performance. The more you get into the habit of recognizing achievements the more it becomes a common practice ingrained into your daily work habits. Thank a team member for helping you get to the next level in your skill development. Praise a newbie’s latest achievement to boost their motivation. Recognizing each other’s hard work is the best way to build a strong team.
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