Much can be learned from getting feedback on your practice from others. This includes feedback from clients, colleagues, managers and other professionals.
Asking for feedback from others is something is often avoided in workplace environments, but it shouldn’t as it can be invaluable. If I were doing something incorrectly, I would want this to be pointed out to me. Some individuals may feel uncomfortable giving feedback, especially if it has negative overtones, so it is important to reassure them that any constructive criticism that can help improve you practice would be welcomed and not taken personally.
You may have been told by your manager that you seem to make a lot of mistakes on the balance checks. This gives you the opportunity to work with your manager to find out where you are going wrong and why and work to correct it – it may just be as simple as feeling rushed, in which case your manager should ensure you have sufficient time to do it going forward.
Or it could be that you are having difficulty motivating a client, so a colleague explains to you that this particular client responds better to staff that have a bit of banter with him. During your next shift with him, you use banter to motivate him and you have none of the previous difficulties.
During my first weeks working with a new client, he got upset for no apparent reason and went to his bedroom and slammed the door. He came back down a few minutes later with his hood pulled over his head and would not talk to me. I asked what was wrong and tried to converse with him for over an hour but he just ignored me.
A little later on, one of my colleagues explained to me that this particular client behaved in this way to gain attention and the best thing to do was to ignore him until he had calmed down. I put this into practice the next time he did this and within ten minutes, and after realising I wasn’t giving him any attention, his hood came down and he apologised and started chatting to me.