The term feedback means to respond to an attitude or behavior. Within this context, the concept of feedback is defined as the
communication made between two or more people, in which one of them is assessed
by the others as to his/her actions, behaviors and tasks, among other aspects.
Basically, this concept is applied when someone tells other people what this
person thinks about their performance and how they can improve it. This leads
to improved performance and helps people find out something they had never
In the corporate world, this practice is a chance for professionals to
acknowledge positive and negative points of their daily performance, so they
can review behaviors that can be improved and make progress in their career and
even in their personal lives.
At this time, it is critical to profit the most from the feedback given and
apply constant improvements from then on. For this reason, we have selected a
few tips. We hope you make the best use of them:
Face feedback as a possibility for growth and not as a time for praise
only, or else as a time to point out mistakes, failures and problems. Show that
you are open for change and that you are interested in developing.
Listen carefully before voicing your considerations. Remember that this
is a time for development that will contribute to your career. The individual
providing feedback has probably gathered evidence and spoken to peers to
prepare for the occasion. One of the biggest mistakes is thinking that feedback
means criticism. In practice, focal points are being approached that can be
strengthened, or else points to be developed, which will help you become an
even better professional.
Feedback is also an action of commitment, acknowledgement, and exchange
of insights. It is not just about listening. It is important to exchange
information, ask questions, and expose your point of view. Try to understand
what is being said, even if you disagree. It is always important to listen to
the feedback and take it into consideration, thinking about your professional
Write down, listen, and afterwards make an analysis to reflect and
outline an individual development plan. It is important to check with the
person who is giving you the feedback how you can turn what has been said into
development actions, what resources are required to perform them, what the
feasible time is to do this, and how to measure the results.
At Neoenergia, employees at all company levels are assessed
annually by means of the Performance Management Program (PGD), and they get
feedback from their direct leader. According to the company, at this stage, its
professionals have the chance to acknowledge the development obtained over the
previous year and analyze those behaviors that can be improved to go on
evolving in their careers and even in their personal lives.
Now that you are more prepared to get feedback, use it to your advantage
constructively. Remember, you play the leading role of your personal and