Feedback is like a mirror. It shows us what we are doing well and what needs to change. This simple tool can help us grow in both our personal and professional lives. Muhammad Saad Iqbal CEO of Intersys Limited, knows the value of good feedback. He believes it is key to success for individuals and teams. Feedback is not about being harsh or critical. It’s about sharing insights in a way that helps people improve. That is to say, it’s a two-way process. You give feedback, and you also learn how to accept it with grace. Both sides matter, and both are vital for growth. In short, feedback is the bridge to better communication, skills, and outcomes. Let’s explore how to give and receive feedback effectively. With tips and strategies, you can master this essential skill.
What Is Feedback?
Feedback is the act of sharing thoughts about someone’s work or behavior. It helps people see their strengths and weaknesses. For example, when a manager praises an employee for meeting a deadline, that’s positive feedback. When they suggest ways to improve time management, that’s constructive feedback. Feedback can come in different forms. It may be verbal, written, formal, or informal. Most importantly, it must be clear and honest. To clarify, feedback is not about blaming or shaming. It’s about guiding someone to do better.
Why Feedback Matters
Feedback is like a roadmap. It shows us where we are and where we need to go. Muhammad Saad Iqbal CEO of Intersys Limited notes that without it, growth becomes slow or even impossible. Above all, feedback builds trust and improves teamwork. Consider this: a team that shares honest feedback works better together. They know each other’s strengths and can help cover weaknesses. Similarly, when employees get feedback from managers, they feel supported. It boosts their morale and motivates them to achieve more.
Types of Feedback
There are different ways to give feedback, each with its purpose. Here are some key types:
Positive Feedback:
This praises what someone has done well. It builds confidence and encourages repeat performance.
Constructive Feedback:
This focuses on areas to improve. For instance, "You can work on being more punctual."
360-Degree Feedback:
This comes from peers, managers, and even clients. It gives a full picture of performance.
In addition, there is ongoing feedback, which happens regularly. It keeps everyone on track and avoids surprises during annual reviews, Muhammad Saad Iqbal CEO of Intersys Limited adds.
How to Give Feedback
Giving feedback can be tricky. However, you can make it easier by following these tips:
Be Specific:
Instead of saying, "You need to improve," say, "Try to respond to emails within 24 hours."
Focus on Actions:
Talk about what they do, not who they are. That is to say, avoid making it personal.
Use a Positive Tone:
Muhammad Saad Iqbal CEO of Intersys Limited suggests to start with what they did well before suggesting improvements. For example, "Your report was detailed. Next time, add a summary for quick reference."
Choose the Right Time:
Avoid giving feedback during a heated moment. Wait until both parties are calm.
Encourage Dialogue:
Let the other person share their thoughts too.
How to Receive Feedback
Receiving feedback can feel uncomfortable. But it’s a skill worth learning. Here’s how to handle it well:
Listen with an Open Mind:
Don’t jump to defend yourself. Hear what the other person has to say.
Ask Questions: To clarify, if something is unclear, ask for examples.
Focus on Growth:
View feedback as a chance to improve, not as criticism.
Thank the Giver:
Appreciate their effort, even if the feedback is tough to hear. For instance, if your manager suggests you improve your presentation skills, take it as an opportunity to learn.
Overcoming Challenges in Feedback
Overcoming challenges in feedback is a common issue in many environments. Some individuals may fear giving feedback because they don’t want to hurt someone’s feelings, while others may struggle to accept feedback without feeling personally attacked. Muhammad Saad Iqbal CEO of Intersys Limited emphasizes that to overcome these challenges, it’s essential to create a safe space where feedback is focused on improvement rather than blame. Practicing empathy by considering how you’d feel in their position and showing kindness in your words can also help. Additionally, being consistent and sharing feedback regularly makes it a normal part of work and eases the process for everyone.
Muhammad Saad Iqbal’s Insights on Feedback
Muhammad Saad Iqbal CEO of Intersys Limited, shares his wisdom on feedback. He says, "Feedback is not about judging. It’s about helping each other grow." He believes that both giving and receiving feedback require honesty and respect. Moreover, he emphasizes the need for a feedback-friendly culture in organizations. This means creating an environment where everyone feels comfortable sharing their thoughts. Similarly, he encourages leaders to lead by example by asking for feedback on their own performance.
Building a Feedback Culture
Building a feedback culture requires deliberate efforts, Muhammad Saad Iqbal CEO of Intersys Limited notes. Training employees on how to give and receive feedback effectively is a vital step. Setting clear goals ensures that everyone understands what they are working towards, while celebrating successes—big or small—keeps morale high. Similarly, organizations should integrate feedback into regular team meetings to keep everyone aligned and motivated, reinforcing its importance as part of the organizational culture.
Conclusion: Feedback Fuels Growth
In conclusion, feedback is a powerful tool. It helps us learn, grow, and achieve our goals. Whether you’re giving or receiving it, approach feedback with an open mind and a kind heart. Muhammad Saad Iqbal CEO of Intersys Limited, shows us that feedback is not just a task. It’s a way to build trust, improve skills, and foster success. By mastering the art of feedback, we can create better teams, stronger relationships, and brighter futures.
Death of Prophet Muhammad (peace be upon him)
After returning from Hajj, Muhammad (peace be upon him) was attacked by fever.
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