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Giving Feedback


Reviewing other people's assignments and giving good, detailed feedback can be a really good way to boost your own understanding of the material, as well as helping the learner identify what they need to do to improve. Many Coursera courses include peer reviewed assignments as a valuable learning tool for both reviewer and reviewee.

Below are a few tips from the Coursera Teaching & Learning team on giving really effective, helpful feedback. What do you find helpful when it comes to receiving feedback from someone?

F.A.S.T Feedback


Good feedback has 4 characteristics; it’s feed-forward, actionable, succinct, and timely.

A Note About Tone: Begin your feedback with at least one positive comment. Be respectful and constructive by starting out with positive feedback first, before giving your critical feedback.

1) Feed-forward:


Feed-forward feedback tells learners how your feedback will help them succeed in future assignments or reach their goals related to what is coming up in class. Feed-forward feedback is focused on goals and the future. That’s why it’s important to give learners a forward reference point.

Feed-forward Feedback Examples
Implementing this feedback will help you do better on the next peer review assignment.
Making these changes will help you code faster, so you will be a more efficient programmer.

Not feed-forward feedback Examples
Think about this feedback carefully.
You should make these changes.

2) Actionable:


Feedback should be specific, useful, and provide actionable information. For example, saying “good job!” or “you didn’t follow the instructions” are not actionable or useful. What specifically should the learner do more or less of next time? It might help to cite specific content from the learner’s submission.

Actionable Feedback Examples
I like how you answered the question in two paragraphs, as the instructions asked for. One way to improve it can be….
Please limit your answer to 2 paragraphs of 5-8 sentences each.
Your charts convey all the required information. It can be made more readable by changing the axis limits.
You commented on the business’ financial position but did not include supporting data. Include specific profitability and liquidity data to support your argument.

Not Actionable Feedback Examples
Good job!
This is too long.
Your chart isn't very clear.
Your argument isn’t strong. It’s not very clear.

3) Succinct:


Good feedback is detailed but short, and focuses on only the most important things to improve upon. Pick 2-3 key pieces of feedback that learners should focus on. Change based on this feedback should make a significant, positive difference in their next draft.

4) Timely:


The sooner the feedback, the better. Feedback should ideally be given within one day and no longer than 2 days after submission, although this isn't something you have much control over on Coursera.

27 replies

Feedback can be quite conplex. You want to help someone but don’t necessarily want to divulge too much. If someone hasn’t responded to the rubric correctly yiu want to point that out and explain it clearer. You want to give the kind of feedback that will help a person rethink what they did, and resubmit based on the understanding they now have.
Being succinct is most important because it means you shouldn’t go into long explanations but instead choose something concrete to comment on and improve.
A dilemma I sometimes have is to want to give too much help, to explain exactly where someone was not correct, and then to show examples of how it should be. Does this make it too easy for someone? I nave noticed that people have listened to my feedback and followed exactly what I said at times.Do you think this is okay?
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Peer reviewing could be somewhat difficult. You want to point out what the person did right or wrong, but especially the areas that need improvements. It is important to provide some help like: instead of using a while loop I would suggest that you use a for loop like this ....
Peer reviewing in my opinion has two purposes: to provide some help and comments to the person being reviewed and to provide some kind of quality control of the code before it goes to production.
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I believe that feedback is one of the important tools that we use between us even between manager and employee, two employees, friends, colleagues.

Feedback such come in a positive way, SMART & FAST styles.

It's important to provide the peer review feedback in such the below way:

= What went well from my colleague
= What can be done well in the next time.

Even if the person was having a non correct point of view, saying you are wrong is destroying way. You need to say it in a SMART way to be as an advise like the above sample questions.

Thanks to one of the great instructors from Northwestern university "Craig" who talked a lot on this topic.
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Providing feedback is a difficult task indeed. More so, if the other person is not ready for it. Any one would be ready to accept positive feedback but when it comes to critical evaluation, people get offended and they either try to defend themselves or start attacking you. Of course, in a professional settings these things may not be very obvious. It is unpleasant to any one to receive criticism. A positive mind set on the part of the receiver would help. The giver should always be empathetic to the receiver and sound positive in the tone and tenor.
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Providing feedback is very important to understand all the main points that we need to improve in order to perform well next time. Both feedbacks: positive and negative are very important. Positives are important for you understand that you are doing the task in a correct way and negatives feedbacks are important for we understand that some arrangements need to be done so that I can achieve my goal in front of my target.
@sriram , I agree with you that people sometimes have difficulty accepting negative feedback. Rather than think about what someone has said, because it is not the Instructor, people will often be quick to misjudge the feedback. Whenever people complain about getting negative feedback I sometimes advise them to look at it again and to see if perhaps there was some truth in the criticisms.
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you are right ,feedback is useful for encouragement and improvement the skills by notes
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The tips on feedback is beneficial and helpful when reviewing the work of others. As, I welcome the professional criticism; I would like for others to share in the knowledge I have acquired whereby it may be helpful to others as they embark upon solving and giving coherent instructions to complete a given task.
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The best rule to be creative and innovative you must respect others opinion and ideas. Every creative person has his own thoughts and way of looking at things which might differ from others opinion. we must respect and appreciate ideas and share the positive feedback on their opinions which really helps them to get the idea on next stage.
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Feedback is a useful tool to help anyone to improve skills. It doesn´t matter in which stage of your career you are, it is crucial to listen carefully the others. In my personal opinion, listening is one of the most important ability to develop by future leaders. It is not easy give and accept feedback for many people and, by this reason, it is necessary to be positive and sincere to create an empaty between who give the feedback and who receive it. Having a positive atitude, we can help to make the process easier and effective.
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Peer reviewing could be very difficult. It is a critical part of the publishing cycle or research. This is a way by which submissions or research papers can be assessed for their quality. You want to point out the strengths and weakness without being personal. I believe peers review is a great way to make the team growth.
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Feedback is very important, and must be a tool for helping the improvement of the critical view of the students who are doing research. The development of the critical optics it's what it's more needed today, considering the manipulation that the midia is currently doing for economics, politics, objectives.
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The above advice on giving feedback is very helpful. Receiving feedback is also an art and can be challenging if it is perceived to be overly critical or unfair. In these situations, it can be useful to remind yourself that the reviewer is just trying to help you improve, and if they come across abrupt, they may simply be busy. So it is better to give them the benefit of the doubt. Once ready to read the feedback a second time, try to take it objectively and look for ways you might apply the advice. In some cases, you may disagree with the feedback given. In those cases, recognise that this is only one person's view. However, if other reviewers offer similar advice, then it maybe time to look into the advice further.
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opagani wrote:

Peer reviewing could be somewhat difficult. You want to point out what the person did right or wrong, but especially the areas that need improvements. It is important to provide some help like: instead of using a while loop I would suggest that you use a for loop like this ....
Peer reviewing in my opinion has two purposes: to provide some help and comments to the person being reviewed and to provide some kind of quality control of the code before it goes to production.


yes you are right
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Feedback's from people on any work is good. It is the best way to improve work and get better. Feedback should be taken positively regardless of it being good or bad feedback.
Userlevel 2
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Good Morning

ifind theses instruction nice iwill remind myself about theme yes what we must do withe feedback
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I agree with you
Feedback contributes to the development of learning, reaching important goals faster, and compensating for deficiencies in other areas
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Hey Claire, terrific post and thank you for the FAST acronym, I will use that in my work! I'd like to add a suggestion that may help those receiving the feedback get more out of it. It has to do with two things: firstly, the order in which we do it. I think the traditional method we were all taught was 'say something nice first, then the feedback...'; sadly what this seems to do is to condition us to once the complement begins we start thinking 'oh-oh, here we go'. This usually causes us to not remember the positive and only hear the negative. The second thing is that, particularly with peer-review where we know nothing of the person behind what we are reviewing, the way we 'language' our feedback goes a long way to motivating or de-motivating someone to listen to it; this not too say the content of the feedback needs to vary by person but how it is said does. We all have patterns of how we use language and these patterns can provide insight into how someone is motivated (see Words That Change Minds [LAB Profile] by Shelle Rose Charvet). Providing feedback in a way that de-motivates someone does a disservice to both parties; so here's what to do, think it over and chose for yourself:

When providing feedback go straight to what you have to say but use this formula: "here's my feedback..... AND here is how it will help you (a) 'avoid' xxxxxx AND (b) how it will help you 'achieve' zzzzzz."
And then..."the way you looked at such and such (or whatever) was very effective and made me see your point (or whatever)."

What this does is goes directly to the point of the feedback and delivers it in a way that will be motivating to the receiver. OK, how so Mr. Wiseguy? you ask me (BGW).

One of, or if not the base motivation of humans is to either move 'towards' something or to move 'away from' something. This is one of our filtering patterns we use to be motivated (see Words That Change Minds). Not knowing the person's pattern, provide the feedback both ways, hence "how it will help you 'avoid' xxxxxx and how it will help you 'achieve' zzzzzz." What we typically do is to hear the one that MATCHES our pattern for motivation and don't hear (or delete/not pay attention to) the one that MISMATCHES our pattern. Some people hear both which is OK too because for them both resonate with them (they have flexibility with that pattern).

And then finish with the compliment to close the feedback on a positive note.

PS "so here's what to do, think it over and chose for yourself:" (from the end of paragraph one above) was couched as double pattern speak (those that respond to being told AND those who want to decide for themselves); do you see it?
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I am waiting for peer to view my assignment.
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I find your post helpful and interesting.
For me, I have been following the KISS ( Keep It Short & Simple) principle when it comes to giving feedback to my subordinates or peers. But my new mantra is KISS ( Keep It Short & Sweet). How you say matters a lot than what you say!
@Indra , I don’t always agree with this principle. It depends on what needs to be said. If you are too brief you might say meaningless things like” Nice Job!” which isn’t helpful and can even be considered rude. If someone has put a lot of time and effort into an assignment you expect the same to happen with your review. You want to know why your assignment was deserving of the grade given. Sometimes it just isn’t possible to summarize it up with a few words.
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@Judith, I agree with you to some extend. But I prefer KISS 'cos it is succinct and precise. Yes, If someone has put a lot of time and effort into an assignment, then the person deserves a good assessment or appraisal of the work. I'm not denying it but my point is that the 'feedback' should not be as long as the person's assignment or work. For instance, a research article of 5000 words has a title of 12 words or so which represents the context of the research article.
Moreover, what I meant by "How you say matters a lot" means the 'tone' we use.
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Thank you for this tip. It really helps a lot. I will definitely take note of this and use this tip in giving feedback to my students' output from our class.
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Well done keep doing to improve perfumes to work and kindly request to hobbies in the courser community.
Thank you.
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It really helps a lot. I will definitely take note of this and use this tip in things like” Nice Job!” which isn’t helpful and can even be has put a lot of time and effort into an assignment you expect.

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