Employee Feedback and Reviews-
Most Legitimate way for honest feedback and the importance of employee feedback
Feedback:
The term ‘feedback’ is used to describe the helpful information or criticism about prior action or behavior from an individual, communicated to another individual (or a group) who can use that information 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’ is the buyers’ reaction to a company’s products, services, or policies; and ’employee performance feedback’ is the employees’ reaction to feedback from their manager – the exchange of information involves both performance expected and performance exhibited.
All can benefit from feedback. Feedback helps to improve and enhance, whether an individual, group, business, business unit, company or organization – and that information can be used to make better informed decisions. It also allows us to build and maintain communication with others.
The most legitimate way for honest feedback:
If you want to get the feedback that is necessary to improve your performance, there are a few steps you can take.
1. Build and maintain a psychologically safe environment:
Sharing feedback is often interpersonally risky. To increase the likelihood of your colleagues taking that risk with you, show them that their honesty won’t be met with negative repercussions. You can do this before you ask for feedback by being curious, rewarding candor, and showing vulnerability. Acknowledging your weaknesses or mistakes along the way are great ways to be open and vulnerable.
2. Request both positive and negative data:
Clients tell me all the time that they just want to hear “the bad stuff” when it comes to feedback. What they fail to appreciate is that positive feedback that targets a specific behavior is useful. It tells them what they don’t need to work on and increase their motivation to focus on the behaviors that they do. For clarity, positive feedback is not the same as praise. Praise tells us someone is happy with us and thinks we are performing well. Praise sounds like: “Nice job!”; “You were great in that meeting.”; “Killer presentation!” While it feels good, praise does not give us enough information to understand what we are doing effectively so that we can repeat the behavior.
3. When receiving feedback, give your full attention and listen carefully:
Eliminate distractions, including your phone and laptop, and focus fully on the person giving the feedback. Having your phone present, even if you’re not looking at it, negatively impacts relationships, and reduces your ability to connect with others. Listen carefully to what the other person is saying, resisting the impulse to evaluate the accuracy of the message.
4. Don’t debate or defend:
If you find yourself disagreeing with some feedback, practice self-awareness and notice this reaction, but do not offer contradictory evidence or challenge your colleague. If you debate, you will look defensive and not open to feedback, and you may decrease the likelihood of that person offering you feedback in the future. None of these are the outcomes you’re trying to achieve — so don’t do it.
5. Own your reactions:
You may feel happy, angry, confused, or frustrated by what you hear. Recognize that your reactions are about you, and not the other person. If you asked for feedback and someone was brave enough and generous enough to share it with you, it’s your responsibility to own and explore your reactions. Instead of finding fault in the messenger, become curious about yourself. Ask: Where is this anger really coming from? What about this is confusing? What part of the message is actually true for me, even if I don’t want to acknowledge it?
6. Demonstrate gratitude:
Say thank you in a way that conveys sincere appreciation. If you’ve heard something helpful, the person giving you feedback likely spent a good amount of time considering your performance and how to thoughtfully discuss it with you. They took a risk by being candid, so let them know how much you appreciate their effort and courage.
7. Sustain progress and share updates:
You need to repeat new behaviors for at least two months for them to become new habits. If you go back to your feedback providers and tell them what you are doing differently, you’ll give them a catalyst to change their perspectives, validation that you heard and appreciated what they had to say, and the opportunity to see you as a person who is committed to your professional development.
Following Reasons Why Feedback is Important:
Effective feedback, both positive and negative, is very helpful. Feedback is valuable information that will be used to make important decisions. Top performing companies are top performing companies because they consistently search for ways to make their best even better. For top performing companies ‘continuous improvement’ is not just a showy catchphrase. It’s a true focus based on feedback from across the entire organization – customers, clients, employees, suppliers, vendors, and stakeholders. Top performing companies are not only good at accepting feedback, they deliberately ask for feedback. And they know that feedback is helpful only when it highlights weaknesses as well as strengths.
Effective feedback has benefits for the giver, the receiver, and the wider organization. Here are some reasons why feedback is so important.
1. Feedback is always there
If you ask someone in your organization when feedback occurs, they will typically mention an employee survey, performance appraisal, or training evaluation. In actuality, feedback is around us all the time. Every time we speak to a person, employee, customer, vendor, etc., we communicate feedback. In actuality, it’s impossible not to give feedback.
2. Feedback is effective listening
Whether the feedback is done verbally or via a feedback survey, the person providing the feedback needs to know they have been understood and they need to know that their feedback provides some value. When conducting a survey, always explain why respondents’ feedback is important and how their feedback will be used.
3. Feedback can motivate
By asking for feedback, it can actually motivate employees to perform better. Employees like to feel valued and appreciate being asked to provide feedback that can help formulate business decisions. And feedback from client, suppliers, vendors, and stakeholders can be used to motivate to build better working relations
4. Feedback can improve performance
Feedback is often mistaken for criticism. In fact, what is viewed as negative criticism is actually constructive criticism and is the best find of feedback that can help to formulate better decisions to improve and increase performance.
5. Feedback is a tool for continued learning
Invest time in asking and learning about how others experience working with your organization. Continued feedback is important across the entire organization in order to remain aligned to goals, create strategies, develop products and services improvements, improve relationships, and much more. Continued learning is the key to improving.
Conclusions:
The value of positive employee feedback is obvious. It reinforces the right behaviors, and it is directly linked to increased employee engagement and productivity. Negative employee feedback is equally important. When provided constructively, it reduces negative behaviors and helps employees understand their strengths and weaknesses. The right feedback, given at a critical juncture, can have a significant impact on behaviors, skills, and ultimately careers. Employee feedback is critical to building these connections. For managers, listening to employee feedback and taking action is just as important as giving feedback.
Khushbu Rani
HR Manager
AirCrews Aviation Pvt Ltd
www.AircrewsAviation.com
khushburani.aircrews@gmail.com
Vcard:
https://khushburani.vcardinfo.com
Follow me on:
LinkedIn:-
https://www.linkedin.com/in/khushbu-rani-826333192
Instagram:-https://www.instagram.com/s/aGlnaGxpZ2h0OjE3ODcwNDcxNjUwNjIwMjk2?igshid=1icouqj48qzht
Facebook:-
https://www.facebook.com/khushbu.rani.311
Bio:-
https://www.portrait-business-woman.com/2020/07/khushbu-rani.html
Most Legitimate way for honest feedback and the importance of employee feedback
Feedback:
The term ‘feedback’ is used to describe the helpful information or criticism about prior action or behavior from an individual, communicated to another individual (or a group) who can use that information 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’ is the buyers’ reaction to a company’s products, services, or policies; and ’employee performance feedback’ is the employees’ reaction to feedback from their manager – the exchange of information involves both performance expected and performance exhibited.
All can benefit from feedback. Feedback helps to improve and enhance, whether an individual, group, business, business unit, company or organization – and that information can be used to make better informed decisions. It also allows us to build and maintain communication with others.
The most legitimate way for honest feedback:
If you want to get the feedback that is necessary to improve your performance, there are a few steps you can take.
1. Build and maintain a psychologically safe environment:
Sharing feedback is often interpersonally risky. To increase the likelihood of your colleagues taking that risk with you, show them that their honesty won’t be met with negative repercussions. You can do this before you ask for feedback by being curious, rewarding candor, and showing vulnerability. Acknowledging your weaknesses or mistakes along the way are great ways to be open and vulnerable.
2. Request both positive and negative data:
Clients tell me all the time that they just want to hear “the bad stuff” when it comes to feedback. What they fail to appreciate is that positive feedback that targets a specific behavior is useful. It tells them what they don’t need to work on and increase their motivation to focus on the behaviors that they do. For clarity, positive feedback is not the same as praise. Praise tells us someone is happy with us and thinks we are performing well. Praise sounds like: “Nice job!”; “You were great in that meeting.”; “Killer presentation!” While it feels good, praise does not give us enough information to understand what we are doing effectively so that we can repeat the behavior.
3. When receiving feedback, give your full attention and listen carefully:
Eliminate distractions, including your phone and laptop, and focus fully on the person giving the feedback. Having your phone present, even if you’re not looking at it, negatively impacts relationships, and reduces your ability to connect with others. Listen carefully to what the other person is saying, resisting the impulse to evaluate the accuracy of the message.
4. Don’t debate or defend:
If you find yourself disagreeing with some feedback, practice self-awareness and notice this reaction, but do not offer contradictory evidence or challenge your colleague. If you debate, you will look defensive and not open to feedback, and you may decrease the likelihood of that person offering you feedback in the future. None of these are the outcomes you’re trying to achieve — so don’t do it.
5. Own your reactions:
You may feel happy, angry, confused, or frustrated by what you hear. Recognize that your reactions are about you, and not the other person. If you asked for feedback and someone was brave enough and generous enough to share it with you, it’s your responsibility to own and explore your reactions. Instead of finding fault in the messenger, become curious about yourself. Ask: Where is this anger really coming from? What about this is confusing? What part of the message is actually true for me, even if I don’t want to acknowledge it?
6. Demonstrate gratitude:
Say thank you in a way that conveys sincere appreciation. If you’ve heard something helpful, the person giving you feedback likely spent a good amount of time considering your performance and how to thoughtfully discuss it with you. They took a risk by being candid, so let them know how much you appreciate their effort and courage.
7. Sustain progress and share updates:
You need to repeat new behaviors for at least two months for them to become new habits. If you go back to your feedback providers and tell them what you are doing differently, you’ll give them a catalyst to change their perspectives, validation that you heard and appreciated what they had to say, and the opportunity to see you as a person who is committed to your professional development.
Following Reasons Why Feedback is Important:
Effective feedback, both positive and negative, is very helpful. Feedback is valuable information that will be used to make important decisions. Top performing companies are top performing companies because they consistently search for ways to make their best even better. For top performing companies ‘continuous improvement’ is not just a showy catchphrase. It’s a true focus based on feedback from across the entire organization – customers, clients, employees, suppliers, vendors, and stakeholders. Top performing companies are not only good at accepting feedback, they deliberately ask for feedback. And they know that feedback is helpful only when it highlights weaknesses as well as strengths.
Effective feedback has benefits for the giver, the receiver, and the wider organization. Here are some reasons why feedback is so important.
1. Feedback is always there
If you ask someone in your organization when feedback occurs, they will typically mention an employee survey, performance appraisal, or training evaluation. In actuality, feedback is around us all the time. Every time we speak to a person, employee, customer, vendor, etc., we communicate feedback. In actuality, it’s impossible not to give feedback.
2. Feedback is effective listening
Whether the feedback is done verbally or via a feedback survey, the person providing the feedback needs to know they have been understood and they need to know that their feedback provides some value. When conducting a survey, always explain why respondents’ feedback is important and how their feedback will be used.
3. Feedback can motivate
By asking for feedback, it can actually motivate employees to perform better. Employees like to feel valued and appreciate being asked to provide feedback that can help formulate business decisions. And feedback from client, suppliers, vendors, and stakeholders can be used to motivate to build better working relations
4. Feedback can improve performance
Feedback is often mistaken for criticism. In fact, what is viewed as negative criticism is actually constructive criticism and is the best find of feedback that can help to formulate better decisions to improve and increase performance.
5. Feedback is a tool for continued learning
Invest time in asking and learning about how others experience working with your organization. Continued feedback is important across the entire organization in order to remain aligned to goals, create strategies, develop products and services improvements, improve relationships, and much more. Continued learning is the key to improving.
Conclusions:
The value of positive employee feedback is obvious. It reinforces the right behaviors, and it is directly linked to increased employee engagement and productivity. Negative employee feedback is equally important. When provided constructively, it reduces negative behaviors and helps employees understand their strengths and weaknesses. The right feedback, given at a critical juncture, can have a significant impact on behaviors, skills, and ultimately careers. Employee feedback is critical to building these connections. For managers, listening to employee feedback and taking action is just as important as giving feedback.
Khushbu Rani
HR Manager
AirCrews Aviation Pvt Ltd
www.AircrewsAviation.com
khushburani.aircrews@gmail.com
Vcard:
https://khushburani.vcardinfo.com
Follow me on:
LinkedIn:-
https://www.linkedin.com/in/khushbu-rani-826333192
Instagram:-https://www.instagram.com/s/aGlnaGxpZ2h0OjE3ODcwNDcxNjUwNjIwMjk2?igshid=1icouqj48qzht
Facebook:-
https://www.facebook.com/khushbu.rani.311
Bio:-
https://www.portrait-business-woman.com/2020/07/khushbu-rani.html
@Khushbu Rani HR Manager AirCrews Aviation Pvt Ltd
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