3.2 Describe ways in which feedback from others can help to develop and improve own work role

This guide will help you answer 3.2 Describe ways in which feedback from others can help to develop and improve own work role.

Receiving feedback is a key aspect of working in mental health. Feedback is information, advice, praise or constructive criticism given by others about your skills, attitudes or work practices. This could come from line managers, co-workers, service users, families or professionals from other services. Making use of this feedback helps improve quality of care, encourages reflective practice and supports personal growth.

Feedback helps you notice strengths and identify areas for improvement. Regular, honest feedback also helps build confidence. It can prevent you becoming complacent or repeating mistakes. In mental health support, where things can change quickly, staying open to feedback helps you adapt and learn.

Types of Feedback

Feedback might be formal or informal:

• Formal feedback comes from supervision meetings, appraisals, observations or written records.
• Informal feedback comes through day-to-day conversation, passing comments or immediate reactions to your work.

Both types are useful. Each gives insight into how well you are doing your job and where you could progress.

Sources of Feedback

Receiving feedback in mental health means listening to:

• Line managers and supervisors
• Colleagues and other team members
• Service users and their families
• Multi-disciplinary professionals (doctors, nurses, social workers)

Each group has a different perspective which helps you see your work in new ways.

How Feedback Identifies Strengths

Positive feedback is recognition that a task has been done well. This is encouraging and motivating. For example, if a supervisor says your communication with a service user helped them express themselves, this confirms your good practice. You can then repeat such approaches in future.

Recognising your strengths helps build self-belief. Over time, this allows you to take on new responsibilities.

How Feedback Highlights Areas for Development

Feedback does not always have to be positive. Sometimes you will be told things need to change or improve. For instance, you might be told you need to listen more actively or maintain clearer records.

Receiving constructive criticism gives you a chance to learn. You can think about your practice and develop an action plan. This leads to better care for people experiencing mental health difficulties.

Developing Communication Skills

Many issues in mental health work relate to communication. Feedback about communication might include:

• How you speak to service users
• Your body language
• Listening skills
• How you share information with colleagues
• Clarity in written records

If someone points out you interrupt service users or do not maintain eye contact, you can work on becoming a better listener. If written feedback notes you use too much jargon in notes, you can use simpler language. Over time, this leads to clearer and more respectful interactions.

Learning New Approaches and Methods

Working in mental health often means dealing with complex needs or behaviours. Feedback may show that another care approach or de-escalation technique would work better. Adapting your practice in response helps provide safer and more effective support.

By listening to more experienced staff or specialists, you can learn new skills. This might include:

• Using person-centred language
• Trying new techniques when someone is anxious
• Involving family members in planning
• Adjusting boundaries

Receiving and acting on these suggestions shows willingness to improve.

Supporting Reflective Practice

Reflective practice means thinking honestly about what you did, what went well, and what could be better. Feedback helps you reflect by highlighting things you might have missed.

For example, after a challenging shift, a team leader might review what happened and offer suggestions. Reflecting on this helps you change your approach if the situation occurs again.

Boosting Confidence and Motivation

Positive feedback provides reassurance that you are meeting required standards. This is particularly important in mental health, where progress can be slow or small. Being told you handled a distressing situation calmly reminds you of your skills.

Confidence allows you to support people more effectively. You are more willing to take on responsibility, try new ways of working or contribute in team meetings.

Supporting Professional Development

Feedback links directly to ongoing professional development. Supervision and appraisal meetings are formal opportunities to discuss performance and set new goals. Training needs may be identified, such as learning about new mental health conditions or legislation.

By recording feedback and acting on it, you can show you are committed to learning. This is important for career progression and maintaining quality standards.

Creating a Culture of Openness

Teams that value feedback encourage staff at all levels to speak up. This could mean service users are asked about their experience of care. Asking for feedback shows respect and willingness to work in partnership.

When all team members give and receive feedback, mistakes are picked up quickly. This helps reduce risk and improves outcomes.

Examples From Practice

Feedback can be received in lots of everyday situations:

• After supporting a service user through a crisis, a senior colleague might praise your calm approach but suggest more detailed record keeping.
• A service user might thank you for your patience but mention feeling rushed sometimes. This suggests changing the pace in future contact.
• A team debrief after an incident could highlight positive teamwork but also identify gaps in communication.
• Families might praise your regular updates on a loved one’s condition, showing your communication approach is valued.

Each of these examples gives you specific, practical points for reflection and improvement.

Making Use of Feedback

To benefit from feedback, you need to be open and not defensive. Listen carefully or read what has been said. Ask questions if you do not understand. Show you want to improve, not just receive praise.

It helps to:

• Write down a summary of feedback
• Discuss what you will change with a supervisor
• Set yourself small achievable targets
• Practice new skills until they feel natural
• Ask for further feedback to check progress

Sometimes feedback is hard to hear. It may feel personal or unfair. Remind yourself it is about your practice, not your value as a person.

Professional Standards and Responsibilities

The Care Certificate, sector codes of conduct and each organisation’s policies make clear that staff are responsible for continuing to develop. Feedback is an expected part of that. If you ignore feedback, you may fall below professional standards.

Safe, high-quality care relies on all staff accepting and learning from feedback. For example, ignoring a comment about unsafe moving and handling could lead to injury. Taking action prevents harm.

Improving Teamwork and Relationships

Teamwork is central to supporting people with mental health needs. Feedback from colleagues helps you see your impact on the team. For example, being told you are reliable or a good team player is encouraging.

Colleagues may point out things you do not notice about your working style, such as not sharing information or not updating care plans on time. Addressing these issues improves team performance.

Feedback also helps resolve conflicts. Discussing concerns promptly helps rebuild trust and keeps everyone focused on best outcomes.

Keeping Skills Up-to-Date

Mental health services change over time. New research, treatments or approaches may affect your role. Feedback from training or supervision keeps your knowledge current.

For example, your manager may notice you need more knowledge about a new type of medication. You can agree to attend training and update your understanding of side-effects. In turn, you will be able to support service users more confidently.

Meeting Legal and Regulatory Requirements

Feedback helps you follow laws and regulations. Inspectors or auditors may give feedback during visits. If they spot poor record keeping or non-compliance, acting on their comments helps you meet required standards.

Ignoring feedback from inspections or audits could put your service, staff or users at risk.

Encouraging Service User Involvement

People receiving mental health support should have a say in their care. Their feedback helps shape how you provide support.

Responding positively to their suggestions or complaints shows you respect their rights. If a service user asks for more involvement in planning, or says staff do not listen, you can act on this to improve practice.

When users see their feedback leads to real changes, trust grows.

Barriers to Using Feedback Effectively

There are some common barriers:

• Feeling defensive or upset about criticism
• Not understanding what is being asked
• Lack of time to reflect on or discuss feedback
• Fear of change or upsetting team dynamics
• Overlooking positive feedback and focusing only on negatives

To overcome these, stay open-minded, ask for clarification and seek support from managers if needed.

Continuous Improvement Cycle

Feedback is part of an improvement cycle:

• You receive feedback
• Reflect on what it means
• Make changes or learn new skills
• Apply these in your everyday work
• Seek feedback again to check progress

This keeps your practice fresh and effective.

Building a Personal Development Plan

Feedback is useful when building a personal development plan (PDP). Your PDP sets out what you want to achieve, how you plan to develop and when you will review progress.

Feedback identifies priorities for development, such as:

• Attending training sessions
• Shadowing experienced colleagues
• Practising new skills (for example, de-escalation)
• Improving time management or record keeping

A clear PDP shows you are committed to progress. Supervisors can use your feedback to support you in reaching your goals.

Final Thoughts

Feedback is essential for growth and effectiveness in mental health support roles. It provides a clear picture of your strengths and the areas where you can improve, guiding your professional journey. By embracing both positive and constructive feedback, you build confidence, enhance your skills, and improve the quality of care you provide.

Listening to different perspectives—from managers, colleagues, service users, families, and other professionals—broadens your understanding and helps you adapt to changing situations. Feedback encourages reflective practice, which is key to continuous learning and better decision-making.

Using feedback actively supports your professional development by identifying training needs and helping you set realistic goals through personal development plans. This ongoing cycle of receiving, reflecting on, and applying feedback ensures that your skills remain relevant and up to date with current best practices.