Info.AeroSoftCorp.org a rising star in the global Aviation IT market and a trailblazer in the Virtual Aviation sector in Asia, takes immense pride in its unwavering commitment to redefine the standards of Aviation SEO and Aviation Blogging Services across the continent. info.aerosoftcorp.org
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
Hey @Team Looking for HR Team of 5 Smart Interns for a New Pilot's Hiring and Training Project Linkedin / Facebook Based Training Project ;-)
On CPL/ATPL Online Ground Instructors - Head Organizing Team : Asst Head Organizing Team : Asst Head Organizing Team : Asst Head Organizing Team : Asst Head Organizing Team : See ....... Name : WhatsApp No : Bio : Linkedin
Shambhavi Singh Kaushik [MBA]
Corporate Relationship Manager
AirCrews Aviation Pvt Ltd
Shambhavi.kaushik@aircrewsaviation.com
+91 73181 54710 PS :
All Core Team members will not be doing Daily WorkSheet
CPL/ATPL Online Ground Instructors - [DGCA/ EASA/ FAA/ CAA/ CASA] Work From Home PPL/ CPL/ATPL online Ground Instructors required to take classes for aspiring Aviators through an online platform and help them clear the DGCA/ EASA/ FAA/ CAA/ CASA etc exams with ease. All Pilots should have the prerequisite knowledge on the subjects. Age : 25 to 35 Years Roles and Responsibilities include : ◦Ensuring the syllabus is completed on time ◦Doubt Clearing sessions ◦Practice Tests Pilots holding a minimum of Two or more CPL / ATPL Preferred. Pilots with only DGCA Pilot Certificate need not to Apply. Interested Pilots, Please WhatsApp to the undersigned Pilot's License: 1. Full Name-----------------
2. Date of Birth----------------
3. City -------------------
4. Sex -------------- [We Prefer Female Pilots]
5. Age --------------
6. Airlines / Ins --------------------
7. Email :
8. WhatsApp :
9. Linkedin : [Must ]
10 Education :
1. Number of flying hours :
2. Years of experiencd in Aviation :
3. List of Subjects / Class interested to conduct :
Work Culture in Organization and its impact on Work-Life Balance Organizational Culture is an encapsulation of all the collection or set of behaviors, expectations, practices and values which contribute to the unique social and psychological environment of a business. These cultures or collection of traits decides what your company is. Work Culture is an integral part of organizational culture which always ensure work environment to be apt for working for optimal delivery output from its employees. An organization’s culture emerges to be one of its strongest assets, as well as one of its biggest liability, it has always been argued upon that organizations that have a rare and hard-to-imitate organizational culture benefit from it as a competitive advantage. Culture impacts the work life balance of an organization. Culture if properly made and implemented helps in improving the Work life Balance. But if we have a very leverage culture and if employees start taking benefit of that culture, or with a very strict culture on employees it deprecates the work life balance. Organizational Culture impacts Employees in many ways: - Employee Performance: - In a strong culture employee feel a sense of ownership and they feel valued too. Strong company cultures also give employees opportunities to grow. Offering promotions, career development programs or extra training can keep employees motivated – which in turn, improves performance. When everyone is in it together, they will all put forth the extra effort to achieve organizational goals. Employee Happiness: - As the economy continues to recover from the recession, the job market is showing steady improvement. That means businesses could start to see more turnover, as employees seek greener pastures. However, a positive company culture can ensure that employees remain satisfied with their jobs and loyal to the organization. This can be extremely beneficial in a competitive hiring environment. People are much more interested in signing on (and staying) with a company culture that promotes flexibility, supports employee development and offers work-life balance. Employee Engagement: - By now, we’ve made it clear that a strong company culture has quite an impact on an organization, as well as employee performance and satisfaction. As we can see culture is a very powerful tool and it can impact the growth of organization in a magical way. So in order to get good flavors of organizational culture and positive work life balance , a strong and impact proving leadership is required to control the culture and leverage its benefits in an optimal way to help employees and employer enjoy the essence of Positive Work Life Balance. Pratibha Pandey
Fintech Manager [ Internship Incharge ]
pratibhapandey.aircrews@gmail.com
+919798797365
aircrews.pratibhapandey@gmail.com
V-card:- http://pratibhapandey.vcardinfo.com
Follow me on -
Instagram:- http://www.instagram.com/jaihosales
Linkedin:- https://www.linkedin.com/in/pratibha-pandey-a77b461b1
