8 Elements of Effective feedback at Workplace

Want to strike an impressive conversation with Employees?

 

Hey folks!

 

If you are among those people who try to simplify things for their colleagues then welcome, this is a must-read for you.

Striking a healthy communication is a sign of great work culture in an organization.

But wait? Are all organizations able to attain this environment, if not, then what is it which makes them lack in achieving this?

Come let us discuss some of the essential elements of feedback from co-workers, which, if incorporated will not only give a good work environment where a healthy conversation becomes just another thing but also a north going productivity curve. 

These components of feedback include features like-

  1. Particular – the feedback from employees, if targeted to the performance goal of a person yields better results. They must be focussed on the behaviour of the person and not the personality. One has to remember that-

 

You can focus on things that are barriers

Or you can focus on scaling the wall

And redefining the problem

-Tim cook

  1. Well timed – it is required that feedbacks are sent and received timely. Delay in providing feedbacks
  1. Suitable – targeted and timely feedbacks will be futile if they are not appropriate. Therefore feedbacks must be presented in a positive, tactful and in a non-threatening manner. They surely must not be judgemental.
  1. Comprehensive – the feedback should be given in a detailed descriptive manner. This will help the employee to understand where and which characteristic she needs to work on.
  1. Authentic – the feedback should be based on credible or accurate information, not based on rumours.

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  1. Directing – The information given to the employee should be simple but guiding, a mere “good job” statement is insufficient. It must be specific and guide the employee in the most desired direction.
  1. Just the required amount- too much of feedback will overwhelm the employee and too little will not be able to bring any change.
  2. From multiple sources and of different forms – In order to internalize the feedback and elicit change, employees should receive feedback from multiple sources such as customers, co-workers (peers and subordinates), managers, upper management and objective measures.

 

Graphs and charts that track individual and group performance are imperative to the feedback process in the workplace. Feedback should also be qualitative, such as excerpts from customer surveys, and direct such as real-time management feedback.

 

These 8 bullets will surely assist you in distinguishing constructive feedback from a damaging one. Having distinguished feedbacks one can use these feedbacks for initiating a great conversation with everyone, thus maintaining a great balance of work culture enthusiasm.

 

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