FEEDBACK
By Kayla Sanchez
Feedback is used to describe the helpful information or criticism on a particular action or behavior from a person. Then that information can be used to adjust and improve current and future actions and behaviors. Feedback occurs when an environment reacts to an action or behavior. For example, customer feedback represents the buyer’s perception on a company’s product, services, or policies. Another example is employee performance feedback which is the feedback given by the manger to the employee where the information exchanged involves both performance expected and performance exhibited.
Feedback is important when it can be executed effectively, both positive and negative are very helpful for an
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The person providing the feedback needs to know they have been understood and they need to know that their feedback has value to it. When developing a survey, it is significant to explain why respondent’s feedback is appreciated and how it will be used. In addition, feedback can be motivational, employees like to feel valued and appreciate being asked to provide feedback that can help formulate business decisions. It will make the employees feel empowered thus leading to a more productive workspace. Also, feedback can improve performance, hearing negative criticism is constructive and can help to formulate better decisions since negative criticism explains what not to do. Moreover, feedback is a tool for continuous learning, feedback results in a person invests time in asking and learning about how others experience working with the company. Continued feedback is important across the entire organization in order to remain aligned to goals, create strategies, develop products and services improvements, and improve relationships.
Feedback come in many different forms, however, some of these different forms can have a negative impact on the workplace. One of the most difficult aspects in the performance appraisal process has to do with biases. A bias is defined as a prejudice in favor of or against someone or something. It should go without saying that employees expect their performance evaluations to be fair and free of biases. There are many different kinds of
* Seeking feedback is important because it gives a worker some idea of how they are working - what they are doing well and what could be improved.
In my point of view feedback is an essential tool for learners’ progress. If the student is not assessing their work then they are not learning and given feedback are vital to ensure best practice is maintained and the learners are achieving to their full potential.
All feedback needs to be concerned and supportive; it needs to include both negative and positive feedback. Positive can help us feel good about our self and positive about our skills that have been observed. However to develop further we need negative feedback to make improvements and grow as individuals, and
Feedback is perceived as more valid and objective, leading to acceptance of results and actions required (Michael Armstrong 2009:646).This implies
If the feedback is questionable then it becomes useless because it is not trusted. Positive and negative feedback will be more readily accepted if it is kept even, if it is more of one then it may not be received well by the learner for reasons that become obvious within the learner’s behavior or work.
Feedback is important as it sets up targets; the person knows what to improve. It motivates people and helps them to focus. It helps identifying the strengths and weaknesses. It expresses what is important to the organisation and the job and reduces uncertainties in people.
Feedback- This area refers to the ongoing information that employees receive in the performance of their jobs. At my job, we receive feedback, letting us know that we exceeded the standards for call wait times or if we have not met this standard. Feedback also goes back to the management in that they become aware of the situations.
Positive feedback is easy and motivational it is as easy as telling a co-worker “job well done” (Employee Feedback-How to Build Staff Morale and Grow Your Business). Thank people for a job well done. “Thank You” takes very little effort feeling valued and appreciated helps moral and self-esteem. Congratulate a person for taking initiative and for solving the problems for others. Discuss career opportunities even if they are outside of the current workplace. Celebrate successes as a team.
Some examples of feedback conveyed by an audience is listening while the speaker is talking. This is a positive form of feedback for reason being it can let the speaker know that the individuals are paying attention to him/her. Secondly, noise is an example of feedback that can be destructive during a speech it can interrupt the speaker and possibly lower their self esteem more to the extent where their nervous antics come back even worse. Body language as well can influence the speaker in which they can see their audience’s facial expressions, posture, and gestures they are conveying throughout the speech.
Feedback mechanisms give Employees and assessment of how they are doing - whether poorly or good. When you Failure to give them the feedback they require is to keep them in the dark regarding the evaluation of their performance and how and where they need amending.
In their article “Teaching the Art and Craft of giving and receiving feedback, Harms and Roebuck suggest that in every work environment, the process of giving and receiving feedback is very vital in addressing the performance of employees and managers. They claimed from their research that in view of the fact that there is no stipulated guideline in proving feedback, the use of a qualitative and quantitative form of feedback mechanism should be incorporated in daily learning by students. Harms and Roebuck suggest that emphasis should be placed on ensuring that feedback is a two-way communication (Krug, 1998, cited in Harms and Roebuck,
Feedback-Definition: a reaction or response to a particular process or activity (Dictionary 2015). As a supervisor my boss gives me feedback on my performance. However, in doing peer reviews I am getting a more in-depth experience in developing my skills in giving feedback. This is an ongoing development stage for me.
360 degree feedback system as a performance evaluation tool as long as the understanding of its intent is understood. “There are three key steps in the successful implementation of 360 degree feedback systems in an organization. The three steps are that it must fit the organizations culture, make it psychometrically sound, and used with care” (“Best Practices”, 2012). It is also important to train the feedback providers to be sensitive, respectful and polite. Treating employees in a friendly and respectful manner and offering constructive advice will make them more open to accepting the performance
In an article from the U.S. Office of Personnel Management [OPM] (n.d.) it stated that “without feedback, you 're walking blind, at best, you 'll accidentally reach your goal, and at worst, you will wander aimlessly through the dark, never reaching your destination.” Feedback is a critical element in a managers “toolbox” when evaluating employees. It gives an employee a view of how good or bad their previous performance was and what or if they need to improve in their performance. It also reduces