Frequent Feedback Conversations

When delivered well and received openly, feedback during a check-in conversation is one of the most powerful catalysts for personal and professional growth. 

As a Seminole State College employee, you play an important role in helping your team to do their best work by participating in regular, informal check-ins with your supervisor and teammates. These conversations are not only about performance, they are also about helping you to grow in your career and in reaching your goals.

A women and a man having a discussion in an office.

Frequent Feedback Resources

These following resources can assist with the delivery, receiving, and reflection of frequent feedback conversations.

Step 1 - Set the Intention

Be clear about the purpose of the conversation.

Are you giving praise, addressing concern, supporting development? Keep it growth-oriented. Feedback is most effective when timely and connected to recent actions.

"I'd like to talk about how we can build on your strengths and work through some challenges." 

Step 2 - Time and Space

Choose the right time and space.

Schedule the conversation with advance notice-don't spring it unexpectedly. 

Find a private, quiet location to create a safe, comfortable space. Avoid scheduling a conversation before big meetings, at the end of the day, or during high-stress moments.

Step 3 - Prepare your Thoughts

Prepare your thoughts before the conversation. 

Jot down specific examples of behavoirs or outcomes, the impact those behaviors had, and desired outcomes or expectations moving forward. Leave room for dialogue-Avoid over-preparing to the point of sounding robotic. 

Step 4 - Check your Mindset

Before the conversation, check your mindset.

Approach the conversation with curiosity, a belief that people want to do well and have good intentions, as well as a goal for mutual understanding. Regulate your own emotions before entering the conversation.  

Step 5 - Anchor to the College's Values or Principles

Anchor your conversation to the the College's values or principles.

Use the college's mission statement, strategic goals, purpose and values as a foundation. E.g., "One of our values is learning-this conversation is part of that."

Step 6 - Open with Appreciation and Context

Start the conversation with appreciation and context.

Ensure you're calm and prepared before diving in. "Thanks for making time-I value these check-ins as a way for us to grow together." Invite dialogue: "I'd love to hear your perspective as we talk through this."

Step 7 - Bring a Coaching Mindset

Bring a coaching mindset to the conversation.

Encourage ownership and self-reflection. Prepare to ask, not just tell. "What was your take on how that went? What support would help you move forward?" 

Step 1 - Be Prepared

Be prepared to participate.

Remember, feedback is meant to help you grow and is a growth focused conversation. Try to see it as a learning opportunity, not criticism. Approach with an open mind and avoid defensiveness.

Step 2 - Reflect on Recent Work

Reflect on your recent work.

Think about what you’ve done well and where you’ve faced challenges. Be ready to talk about specific examples of your work.

Step 3 - Know what you want to Learn

Know what you want to learn from the conversation.

Ask yourself what kind of feedback would help you most. For example, do you want to know how to improve your communication, teamwork, or time management?

Step 4 - Be Open and Listen

Be open and listen carefully.

During the conversation, listen closely to what is being shared. Don’t interrupt—take notes if that helps you remember important points. Manage emotional reactions and body language. Give yourself space to process.

Step 5 - Be Curious

Be curious and seek information.

If something isn’t clear, clarify by asking for examples or suggestions. This shows you care about improving and understanding what’s expected.

Step 6 - Acknowledge the Feedback

Acknowledge the feedback and share your perspective.

Take time to reflect on the information you received and respectfully share your perspective. “I hear what you are saying, and I am glad you brought it to my attention.” 

Step 7 - Create a Plan

Create a plan so you have actionable next steps.

Have a clear agreement about what future success looks like and create a plan with actionable next steps.

Step 8 - Follow Up

Remember to follow up after your feedback conversation.

Keep the momentum going! After the meeting, review what was discussed and check in later to share your progress.

Overall Performance

  • How have I been doing in my role lately?
  • What’s one thing  I’m doing really well?
  • What’s one thing I could do better or differently?
  • Are there any skills I should focus on improving?


 Goals and Expectations

  • Am I meeting the expectations for my job?
  • Are there any goals I would like to focus on over the next few months?
  • How can I better support the team’s goals?
  • What does success in my role look like? Am I clear about what success looks like in my role?


 Growth and Development

  • Are there any training or learning opportunities I need to take advantage of?
  • How can I keep improving in areas that matter most to the team or College?
  • What are my next steps for further growth and development?
  • Am I aware of professional development opportunities available at the College?


 Communication and Support

  • How can I best communicate with my supervisor? Team? (e.g. bullet points in an email, quick message in Teams, paragraph/report)
  • What’s the best way to ask for help or feedback in the future?
  • Is there anything I can do to support my supervisor or team?
  1. We respect and dignify each person’s contribution and inherent value.
  2. Be open to change – be willing to make bold decisions and let old practices and mindsets go.
  3. Take accountability and be encouraged to take accountability to move the College forward.
  4. Celebrate wins.
  5. Stand in the fundamental cares of our primary stakeholders
  6. Be bold in the way we listen – open, generous, and giving a voice to others – change is possible.
  7. Understand shared outcome-based accountability.
  8. Have clear agreements.
  9. Engage in high quality conversations.
  10. Create the conditions for possibility.
  11. Observe differently and see what new actions we can take which will produce new results.

Feedback Success Hub's Learning & Training Assets

Watch, read, listen, and practice the following resources to strengthen your frequent feedback conversations skills.


Watch to gain valuable insights and stay informed on the latest developments around this topic with these recommended courses.

Delivering Feedback that Encourages Growth
Watch Course »
(27 minutes)

Receiving Feedback
with an Open Mind
Watch Course »
(26 minutes)

Embracing Feedback Course
Watch Course »
(25 minutes)

Constructive Feedback Certificate
Watch Courses »
(3 courses-75 minutes total)

Constructive Feedback Certificate includes:

  • Course 1 - Delivering Feedback that Encourages Growth
    (27 minutes)
  • Course 2 - Receiving Feedback with an Open Mind (26 minutes)
  • Course 3 - Establishing Team Goals & Responsibilities, and Using Feedback Effectively (22 minutes)

Read to explore proven strategies and expert perspectives on giving and receiving feedback with these recommended books.

Listen to discover expert insights and practical strategies for this topic with these recommended audiobooks.

Practice the techniques you learned to build confidence and reinforce effective feedback skills in real workplace scenarios.

Skills Benchmark
Take a benchmark assessment to evaluate your current effectiveness and identify areas for growth with customized learning based on skill level.

Additional  Support

For additional support and recommendations, reach out to us at learning-connection@seminolestate.edu..

Source for Page Formatting:  LinkedIn Learning-Seminole State College

Contact

Human Resources
Seminole State College
100 Weldon Boulevard
Sanford, FL 32773-6199
Phone: 407.708.2195
Fax: 407.708.2425