How to give and receive feedback

Feedback is a professional skill

Giving and receiving feedback is part of safe practice, not a courtesy at the end of a shift. In Elaryvo it can live as a Feedback record, Multisource Feedback, Multi-team feedback, a supervisor comment, or a short note on an Evidence Record.

Feedback is how someone experienced your work. It is not automatically a formal assessment, a verification, or a progression decision.

How to give feedback

1. Ask if this is a reasonable moment. Surprise criticism in a corridor is rarely useful.
2. Describe what you observed, not the person's character. 'The handover missed the outstanding results' is usable. 'You are careless' is not.
3. Keep to one or two points. More than that is usually forgotten.
4. Say why it matters for the patient, the team or the next case.
5. Invite their view. Then agree one next step if a step is needed.
6. Do not include patient or colleague identifiers if you later record the episode in Elaryvo.

People can act on observed behaviour. They cannot act on a vague impression.

How to receive feedback

1. Listen to the end before explaining. You can clarify after you have heard it.
2. Separate the sting from the content. The feeling is real; the task is still to find the usable point.
3. Ask one clarifying question: 'Which part of the work should I do differently next time?'
4. Thank the person. You do not have to agree with every word in that moment.
5. Decide what you will try. Log it. If it matters, ask for another look on a later case.

Where to put it in Elaryvo

Quick comment from one colleague: Feedback log or a note on the Evidence Record.

Several colleagues over a period: Multisource Feedback. Respondents should not be identifiable on the summary.

Different teams on one piece of work: Multi-team feedback — this request is free.

Someone watched you work: that is an assessment (Clinical Observation, Procedure Observation, Teaching Review), not only feedback.

Giving feedback as evidence of your own practice

If you supervise others, a de-identified note that you gave structured feedback — and what you learned about how you give it — is legitimate leadership and teaching evidence. It is not a copy of the other person's private record.