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Deborah Capras: First, if I take the example of positive feedback. Just think about your own response to a compliment or praiseLobpraise at work or outside the office. Doesn’t it give you a boostImpuls, Auftriebboost? Doesn’t it help build confidence in what you do, in yourself? So, I think positive feedback is an important motivator. It makes you feel to feel appreciatedsich geschätzt fühlenappreciated. It gives you recognition. It can even give you a sense of purposehier: Sinnhaftigkeitpurpose. So, positive feedback can change how you feel about your work.
Then you have corrective or constructive feedback. Now, this type of feedback can be harder to take but it can have a bigger impactAuswirkung(en)impact — specifically when it focuses on the specifics of what you want to do to perform better. So, it’s invaluable in that case.
But you have to be careful and think that feedback is not just a choice between whether it’s positive or corrective. For me, it’s also about the process. So, you’ve got this complex feedback process. It to expose sb.jmdn. exponierenexposes you. I think it can criticize you, you know, and it involves to voice sth.etw. äußernvoicing strong opinions and having to accept or to reject sth.etw. zurückweisenreject such opinions. And it can get really personal. So, during all this back and forth, ideally, I think, you should be creating this kind of open and honest conversation. So, you’re building rapportharmonisches Verhältnisrapport.
Ultimately, I think feedback can change how you feel, your confidence, how you work, you know, your performance, and how you communicate with others. You know, so that all together, it’s really important.
The problem is many companies have different procedures for official reviewBewertungreviews, whether it’s a performance review, annualjährlich, Jahres-annual review, quarterlyvierteljährlichquarterly review, you know, they have these specific time slots for doing them. But I think you have to take a lot of feedback outside of this official schemeSystemscheme and to make it part of your everyday working life, your working practise. Because, essentially, a lot of feedback can be given too late and too little, so it’s often ineffective. So, I think, timely, even this kind of instant feedback is what you want, you want spontaneous feedback even. So, it’s much more helpful I think than the yearly, quarterly or monthly review.
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