Feedback – Who Needs it!

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 by Margaret Wood, Editor – LeadershipFlagship.com

Employees are often genuinely surprised at what they learn about themselves with the right feedback. And when they applied that information, their results were more dramatic than they could ever imagine!

What is the performance feedback?

Performance feedback is the on-going process between employee and manager where information is exchanged concerning the performance expected and the performance exhibited. Constructive feedback can praise good performance or correct poor performance and should always be tied to the performance standards.
What is the meaning of feedback in communication?
Some definitions on feedback are given below- According to Bartol & Martin, “Feedback is the receiver’s basic response to the interpreted message”. In the opinion of Bovee & Others, “Feedback is a response from the receiver that informs the sender how the communication is being received in general”.
According to a recent study by Clutch, a B2B ratings and reviews site, over 40% of small-business employees claim to not receive any feedback from their managers or their  company, leading to disenchantment and disengagement. Additionally over 50% claim the feedback isn’t accurate nor consistent – they go “unfulfilled”. This compares to only 18% of those who do receive feedback but are nevertheless unfulfilled as well.
The survey also showed that small businesses tend to offer minimal feedback, and their managers are less likely to provide high quality performance evaluations. A whopping 35% gave their manager’s evaluation skills negative or neutral ratings.
Providing quality, consistent feedback to employees is vital to the organization’s success. Why do many well-intentioned managers not capitalize on this competitive edge? Why don’t leaders give their star and would-be star performers the insights related to their strengths and weaknesses as perceived by their co-workers and clients? This level of feedback typically has a much stronger impact on them vs. attending another conference or webinar.

Employees were often genuinely surprised at what they learned via this type of feedback. Once armed with this new information, they applied it–their results were more dramatic than even they would have imagined.

Once you’ve sent out a survey and received the comments its time to interpret the feedback and move forward in order to make a difference. Establish a transition /implementation team to figure out how to embed and apply new attitudes and what needs to be done in order to make improvements. Establish specific strategies and tactics,  resources and milestones. Be deliberate and seek out support from your team to ensure you will reach your goals.

Having feedback is great! Acting on feedback is even better! We need to adjust our attitudes,behaviors, and approaches to help improve how we are percieved in the workplace—this is what differentiates those who rise quickly through an organization and those who seem to go nowhere.

Peter Drucker famously stated that when “management is doing things right, leadership is doing the right things. Great leaders possess dazzling social intelligence, a zest for change, and above all, a vision that allows them to set their sights on the things that truly merit attention.”

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