{"id":8606,"date":"2023-05-04T15:32:25","date_gmt":"2023-05-04T15:32:25","guid":{"rendered":"https:\/\/sites.utu.fi\/exe\/?p=8606"},"modified":"2023-05-04T15:32:25","modified_gmt":"2023-05-04T15:32:25","slug":"palautteen-antamisen-tarkeys-kimmo-suupohja","status":"publish","type":"post","link":"https:\/\/sites.utu.fi\/exe\/2023\/05\/04\/palautteen-antamisen-tarkeys-kimmo-suupohja\/","title":{"rendered":"Palautteen antamisen t\u00e4rkeys – Kimmo Suupohja"},"content":{"rendered":"

Palautteen antamisen t\u00e4rkeys, Kimmo Suupohja (Valmet Automotive, TSE exe seniorimentori)<\/strong><\/h3>\n

Jokaisella ihmisell\u00e4 on mielipiteen vapaus ja oikeus sanoa asiat niin kuin h\u00e4n haluaa. Jokainen lauseemme ja sanamme saa kuitenkin aikaan jonkinlaisen reaktion kuulijassa. Mietimmek\u00f6 aina sit\u00e4 mink\u00e4laisen reaktion haluamme saada ja onko aikaansaatu reaktio se mik\u00e4 oli tavoitteemme? Jos sanon pomolleni: \u201dSin\u00e4 olet idiootti\u201d, mink\u00e4laisen reaktion haluan saada aikaan? Onko tavoitteeni loukata ja suututtaa keskustelukumppanini, parantaa yhteisty\u00f6t\u00e4 vai vain purkaa omaa pahaa oloani?<\/p>\n

Hyv\u00e4ss\u00e4 ja toimivassa ty\u00f6yhteis\u00f6ss\u00e4 asiallisen palautteen antaminen on t\u00e4rke\u00e4\u00e4. Meid\u00e4n jokaisen velvollisuus on antaa palautetta toinen toisellemme. Esimiehen alaisilleen, alaisten esimiehelleen ja toinen toisellemme ty\u00f6kavereiden kesken. Palautteen annossa merkitsee juuri palautteen aikaansaama reaktio. Jos olemme tyytyv\u00e4isi\u00e4 tiimimme toimintaan ja haluamme, ett\u00e4 tiimi toimii jatkossakin hyvin, on t\u00e4rke\u00e4\u00e4 antaa t\u00e4st\u00e4 positiivista palautetta. N\u00e4in saavutamme vahvistuksen sille, ett\u00e4 teemme ty\u00f6mme hyvin. Positiivinen palaute on erityisen t\u00e4rke\u00e4\u00e4 kun tiimi on ylitt\u00e4nyt tavoitteensa ja suoriutunet erityisen hyvin.<\/p>\n

Jos n\u00e4emme jonkun henkil\u00f6n toiminnassa parannettavaa, on t\u00e4rke\u00e4\u00e4 ett\u00e4 t\u00e4m\u00e4 palaute annetaan rakentavasti niin, ett\u00e4 palautteen saajan reaktio saa h\u00e4ness\u00e4 aikaan oppimista ja paremman suorituksen. Ep\u00e4asiallinen ja negatiivinen palaute ei yleens\u00e4 saa aikaan kehityst\u00e4. Se saa aikaan \u00e4rtymyst\u00e4, huonoa ilmapiiri\u00e4 ja jopa pelkoa. Pelko, \u00e4rtymys ja huono ilmapiiri eiv\u00e4t paranna toimintaamme. Palautteen antoon ei kuulu oman pahan olon purkaminen ty\u00f6kavereille, esimiehelle tai alaisille. Omaa pahaa oloa voi purkaa rauhoittumalla, luonnossa k\u00e4velyll\u00e4, kuntoilemalla tai yhdess\u00e4 ammattilaisen kanssa.<\/p>\n

Positiivisen tai kehitt\u00e4v\u00e4n palautteen antaminen on yksi ty\u00f6el\u00e4m\u00e4n ja koko henkil\u00f6kohtaisen el\u00e4m\u00e4mme t\u00e4rkeimpi\u00e4 taitoja. Kiinnitt\u00e4k\u00e4\u00e4mme huomiota siihen.<\/p>\n

Hyv\u00e4\u00e4 kev\u00e4\u00e4n jatkoa,
\nKimmo<\/p>\n

___<\/p>\n

(In English)<\/p>\n

The importance of giving feedback, Kimmo Suupohja (Valmet Automotive, TSE exe senior mentor)<\/strong><\/h3>\n

Every person has freedom of opinion and the right to say things the way they want. However, each of our sentences and words creates some kind of reaction in the listener. Do we always think about what kind of reaction we want to get and is the reaction achieved what was our goal? If I say to my boss, \u201cYou\u2019re an idiot,\u201d what kind of reaction do I want to elicit? Is my goal to offend and anger my counter partner, to improve cooperation, or just to relieve my own bad feeling?<\/p>\n

In a good and functioning work community, giving factual feedback is important. It is the duty of each of us to give feedback to each other. A manager to his subordinates, subordinates to their manager, and one to another among coworkers. When giving feedback, it is the reaction caused by the feedback that matters. If we are satisfied with our team\u2019s work and we want the team to continue to work well, it is important to give positive feedback. This is how we achieve confirmation that we are doing our job well. Positive feedback is especially important when the team has exceeded its goals and performed particularly well.<\/p>\n

If we see something to be improved in a person\u2019s performance, it is important that this feedback is given constructively so that the reaction of the recipient of the feedback causes him to learn and perform better. Inappropriate and negative feedback usually does not lead to development. It creates irritation, a bad atmosphere and even fear. Fear, irritation and a bad atmosphere do not improve our performance. Giving feedback does not include venting one\u2019s bad mood to co-workers, superiors or subordinates. You can release your bad feeling by calming down, walking in nature, exercising or together with a professional.<\/p>\n

Giving positive or constructive feedback is one of the most important skills in working life and in our entire personal life. Let\u2019s pay attention to that.<\/p>\n

Have a nice spring,
\nKimmo<\/p>\n","protected":false},"excerpt":{"rendered":"

Palautteen antamisen t\u00e4rkeys, Kimmo Suupohja (Valmet Automotive, TSE exe seniorimentori) Jokaisella ihmisell\u00e4 on mielipiteen vapaus ja oikeus sanoa asiat niin kuin h\u00e4n haluaa. Jokainen lauseemme ja sanamme saa kuitenkin aikaan jonkinlaisen reaktion kuulijassa. Mietimmek\u00f6 aina sit\u00e4 mink\u00e4laisen reaktion haluamme saada…<\/p>\n","protected":false},"author":4771,"featured_media":8589,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_kad_blocks_custom_css":"","_kad_blocks_head_custom_js":"","_kad_blocks_body_custom_js":"","_kad_blocks_footer_custom_js":"","_kad_post_transparent":"","_kad_post_title":"","_kad_post_layout":"","_kad_post_sidebar_id":"","_kad_post_content_style":"","_kad_post_vertical_padding":"","_kad_post_feature":"","_kad_post_feature_position":"","_kad_post_header":false,"_kad_post_footer":false,"_kad_post_classname":"","wds_primary_category":0,"footnotes":""},"categories":[62],"tags":[],"class_list":["post-8606","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-uncategorized"],"acf":[],"lang":"fi","translations":{"fi":8606},"taxonomy_info":{"category":[{"value":62,"label":"Uncategorized"}]},"featured_image_src_large":["https:\/\/sites.utu.fi\/exe\/wp-content\/uploads\/sites\/1419\/2023\/04\/suupohjavalmet.jpg",673,451,false],"author_info":{"display_name":"emlkauutufi","author_link":"https:\/\/sites.utu.fi\/exe\/author\/emlkauutufi\/"},"comment_info":0,"category_info":[{"term_id":62,"name":"Uncategorized","slug":"uncategorized","term_group":0,"term_taxonomy_id":62,"taxonomy":"category","description":"","parent":0,"count":15,"filter":"raw","cat_ID":62,"category_count":15,"category_description":"","cat_name":"Uncategorized","category_nicename":"uncategorized","category_parent":0}],"tag_info":false,"pll_sync_post":[],"_links":{"self":[{"href":"https:\/\/sites.utu.fi\/exe\/wp-json\/wp\/v2\/posts\/8606","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/sites.utu.fi\/exe\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/sites.utu.fi\/exe\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/sites.utu.fi\/exe\/wp-json\/wp\/v2\/users\/4771"}],"replies":[{"embeddable":true,"href":"https:\/\/sites.utu.fi\/exe\/wp-json\/wp\/v2\/comments?post=8606"}],"version-history":[{"count":0,"href":"https:\/\/sites.utu.fi\/exe\/wp-json\/wp\/v2\/posts\/8606\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/sites.utu.fi\/exe\/wp-json\/wp\/v2\/media\/8589"}],"wp:attachment":[{"href":"https:\/\/sites.utu.fi\/exe\/wp-json\/wp\/v2\/media?parent=8606"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/sites.utu.fi\/exe\/wp-json\/wp\/v2\/categories?post=8606"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/sites.utu.fi\/exe\/wp-json\/wp\/v2\/tags?post=8606"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}