Post by account_disabled on Dec 9, 2023 22:40:51 GMT -5
Employees may expect negative and positive feedback. In both cases, feedback has to be constructive, since it should help to develop good habits and correct C Level Executive List mistakes. Negative feedback given in a nasty way may become a starting point for a conflict, it definitely influences the receiver in a destructive way.
Feedback influences effectiveness of work, personal growth of the employee and helps to motivate individuals to gain new competencies and skills. It enhances communication, team work and commitment. Effective feedback in the workplace The way of how feedback is given determines its effectiveness. While giving feedback the manager should focus on improvement of work results. Excessive criticizing, subjective opinions should be avoided, while discussing work performance. All managers agree, that giving negative feedback is the most difficult – it is much easier to praise than chastise.
Still, corrective, negative feedback is necessary to keep the effectiveness of individuals and teams on the required level. From the practical point of view it is much better to give feedback that is structured, organized and well-thought before the process. For great feedback it is better to held a special meeting with an employee, where all the aspect of work can be discussed at once. Feedback should include such elements: analysis of the current situation, problem identification, reasons for the problem, pointing out of specific, concrete behavior the aim of the feedback should be given, as well as the expected results constructive feedback should be descriptive, not judgmental tone of voice and way of talking should be adjusted to the individuality of the employee.
Feedback influences effectiveness of work, personal growth of the employee and helps to motivate individuals to gain new competencies and skills. It enhances communication, team work and commitment. Effective feedback in the workplace The way of how feedback is given determines its effectiveness. While giving feedback the manager should focus on improvement of work results. Excessive criticizing, subjective opinions should be avoided, while discussing work performance. All managers agree, that giving negative feedback is the most difficult – it is much easier to praise than chastise.
Still, corrective, negative feedback is necessary to keep the effectiveness of individuals and teams on the required level. From the practical point of view it is much better to give feedback that is structured, organized and well-thought before the process. For great feedback it is better to held a special meeting with an employee, where all the aspect of work can be discussed at once. Feedback should include such elements: analysis of the current situation, problem identification, reasons for the problem, pointing out of specific, concrete behavior the aim of the feedback should be given, as well as the expected results constructive feedback should be descriptive, not judgmental tone of voice and way of talking should be adjusted to the individuality of the employee.
