The Rules and Benefits of Feedback
January 31, 2013 in At Work
Knowing how and when to give constructive criticism and feedback is the first step toward a more motivated, knowledgeable and successful workforce. Read on to find out more…
While there are many great benefits to giving (and receiving) feedback, it helps to first understand a few of the ground rules while doing so.
One of the most important things to remember is that feedback, positive or negative, needs to be given as close to the event as possible. Many companies have appraisals yearly or every six months and managers typically make use of this time to commend or condemn past behaviours. A good manager, however, knows that you should never wait this long to provide feedback; it should be given on an ongoing basis.
Secondly, feedback should be confined to the issue at hand. What I mean by this is that one should never give unwarranted or unwanted feedback, e.g. on personal issues that do not affect how the individual performs in a working capacity.
Also, be specific and accurate in the feedback you give to avoid any misunderstandings.
1. Providing feedback (both positive and constructive) increases individual and team morale
2. Assures the individual that he/she is on the right track (and if not corrective measures can be put in place)
3. Improves the overall work of the individual
4. Increases confidence of the individual or team
Asking for Feedback
Giving feedback is one thing, but what about asking for it?
This can be especially effective when asking your clients for feedback. What happens is not only are you able to provide a better service for your clients based on their feedback but you also help the customer feel as though their voice is important to you and see that you are actively trying to improve your service for them.