This is placeholder text continue reading » ShareShareSharePrintMailGooglePinterestDiggRedditStumbleuponDeliciousBufferTumblr This post is currently collecting data… We use the end of the year as a time to reflect on how we’ve progressed – the goals we’ve hit, areas we’ve struggled – and identify how we can improve in the year to come. Like my organization, I’m sure many of you are beginning the annual review process to measure those professional aspects.While the calendar year provides good markers for us to judge our growth and make resolutions, the key component of an annual review – feedback – is something that should always be encouraged in the office, regardless of what the calendar says. It’s how we learn to adapt. It’s how we get stronger.But giving and receiving feedback can be uncomfortable. There’s a delicate balance to how it’s communicated to ensure it’s received positively. In a recent post, leadership guru Art Petty outlines seven things leaders can do to establish an environment that’s receptive to feedback:Teach your team the real purpose of feedback. Feedback is intended to help us do better. In the workplace, it’s important for leaders to make the connection between advice and how it will improve the employee’s performance. Getting their buy-in will boost engagement and productivity.