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RubyConf AU 2016: Feedback matters, whether positive or corrective. It's essential to creating a productive work environment. It shows attentiveness and signals appreciation for a job well done. It redirects undesirable behaviour to other productive alternatives. So why are many of us so stingy with feedback? Do we try to avoid difficult conversations? Do we know how to give feedback effectively? Whatever the reasons are, we can learn when and how to comfortably offer feedback to others. This talk will cover why feedback matters, what makes feedback effective, when and to give feedback, and much more.
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The video titled 'Feedback Matters,' presented by Elle Meredith at RubyConf AU 2016, focuses on the significance and dynamics of feedback in various environments, particularly in the workplace. Feedback is prevalent in our daily interactions and can be categorized into three types: everyday feedback, coaching feedback, and performance review feedback. This talk emphasizes everyday feedback, highlighting its importance in fostering a productive work culture and improving behaviors. Key points discussed include: - **Why Feedback Matters**: Feedback is essential for reinforcing positive behaviors and addressing areas needing improvement. It promotes open communication and motivation among team members. - **Categories of Feedback**: The speaker differentiates between everyday feedback, which is casual and frequent; coaching feedback aimed at skill development; and structured performance reviews. - **Overcoming Feedback Reluctance**: Many avoid giving feedback due to fears of damaging relationships. Emphasizing the importance of regular feedback can help alleviate these fears. - **Effective Feedback Characteristics**: Feedback should be clear, specific, timely, non-judgmental, and focused on behaviors rather than personal traits. - **When to Give Feedback**: Feedback should be provided when someone performs well, when improvements are necessary, when performance feedback is expected, or when issues are apparent. Conversely, it should be avoided when the recipient is emotional, when the feedback cannot be acted upon, or when the feedback is based on personal biases. - **Setting the Stage for Successful Feedback**: Create distraction-free environments for feedback discussions, allowing advance notice for structured sessions to prepare recipients. - **Utilization of Retrospectives and Code Reviews**: Feedback opportunities such as retrospectives can lead to improvements in projects and team collaboration. The speaker shares examples from training and code reviews to illustrate the positive impacts of regular, respectful feedback. - **Creating a Feedback Culture**: Establishing a norm where everyone feels responsible for providing and receiving feedback fosters continuous improvement across the team. In conclusion, feedback should be a continuous practice that praises effort and encourages collective problem-solving, which in turn enhances team dynamics and effectiveness. The talk wraps up with the speaker's personal anecdote about her cat, leaving the audience with an invitation for their reflections on her presentation.
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