(The English version follows)

#work

今天的分享超级有用，尽管它着眼于职场中的反馈，但我们也可以把这个方法方法扩展到生活中的方方面面，甚至用于处理亲密关系中的矛盾。如何给出中肯有用的建议？可以套用下面的公式：

Observation + Impact + Question/Request = Actionable, specific feedback

1. 观察 - 简要描述你对某一具体问题的观察，不要加入你的判断或者你的情感；

2. 影响 - 阐述上面这一观察到的问题所带来的影响，要直达核心；

3. 建议/提问 - 给出了上面两项之后，可以问对方如何改进，或者给出建议。有时提问的效果更好。

你是怎么给反馈的呢？你希望收到什么样的反馈？欢迎留言和我们分享。

如果你觉得今天分享有帮助，不妨把它分享给你的朋友

Share

原链

FEEDBACK EQUATION

如果你想更好地管理时间，并且减轻自己的压力，不妨试试 BRNR List

如果你也想成为更高效的人，欢迎加入我们的 TG group

如果你使用邮件订阅，请把 acacess@substack.com 添加为邮箱联系人，避免邮箱过滤的误伤，谢谢:)

Today's sharing is super useful and although it looks at feedback in the workplace, we can also extend this methodological approach to all aspects of our lives, even for dealing with conflicts in intimate relationships. How do you give pertinent and useful advice? The following formula can be applied.

Observation + Impact + Question/Request = Actionable, specific feedback

1. observation - briefly describe your observation of a specific issue, without adding your judgement or your emotions.

2. impact - state the impact of this observed issue above, getting to the heart of it.

3. suggestions/questions - having given the two above, ask the person how they can improve or give suggestions. Sometimes asking questions works better.

How do you give feedback? What kind of feedback would you like to receive? Feel free to share with us in the comments.

If you find today's sharing helpful, why not share it with your friends?

Share

Link

FEEDBACK EQUATION

Try our sustainable productivity tool BRNR List

Please add acacess@substack.com as your contact to avoid mislabeling the newsletter as spam.

Excerpt

We actively avoid asking for feedback because it’s just so painful sometimes, and often we receive nonspecific, general feedback from others.

The feedback equation starts with a statement of your observation of someone’s behavior. This is just the facts—the Who/What/When/Where.

Next though, you can describe the impact of the behavior. This is where you can share how you feel!

Finish it up with either a question for them, or a request to behave differently.

Asking a question often prompts the other person to find creative, new ways to address the impact of this behavior, without you having to make a request.