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Giving & Recieving Feedback
Human Resources » Employee Relations

Chrm Message From: proftandon Total Posts: 101 Join Date: 04/09/2006
Rank: Leader Post Date: 20/10/2006 13:01:59 Points: 505 Location: United States

Hello Team,

Feedback is considered as one of the most relevant function, though it is often misused and utilised in a wrong way. The difference between a motivated and a demotivated employee can be hte absence of feedback. The difference between the attrition and retention of an employee can also be attributed to feedback. So we see that, it serves best when positive feedback is given at the right time. Recently,  it was a pleasure to have finished reading the book of Patrick Moore "Feedback - The Black Box " in which he mentions nicely :-

Feedback helps people, teams or organisations to understand whether they are doing a good job or if there are areas in which they can improve. Feedback can be positive or negative, so the way in which feedback is given is extremely important. It can build confidence and competence if given appropriately, but if given badly it can have a negative impact. Managers are often criticised by employees for giving negative feedback yet not giving feedback when there is something positive to say. We all like to be thanked or recognised for a good piece of work!

"Praise Sandwich" is a technique used by many managers - praise for some aspects of work well done, followed by constructive discussion of areas of weakness and then praise for strengths to finish off.

Comments & views are welcum ??


Prof Tandon

Chrm Message From: nicole_j Total Posts: 35 Join Date: 04/09/2006  
Rank: Executive Post Date: 22/10/2006 08:34:41 Points: 175 Location: United States

I would like to encourage feedback that is normal, natural and informal but the sad part is it often happens this way since most of the people either fail to utilise the power of effective feedback and yet others fail in giving critical feedbacks. However, I've bought the book mentioned by you and am sure it shall be a great help in this regard.


Chrm Message From: mark Total Posts: 47 Join Date: 04/09/2006  
Rank: Executive Post Date: 22/10/2006 08:45:30 Points: 235 Location: United States

Evaluating performance and giving feedback should be an ongoing process. A good manager must not wait for giving feedback. How often do we communicate to our team about their performance? Most often than not, we wait for the time of performance appraisals to give feedback, thus proving our skills as of a smartless manager. Feedback is effective only when given at the right time for the right work done. Though we know that appraisals are not the same as feedback, we intend to utilise the same in that way. Feedback is nothing but a part of the cyclic process towards improvement.

In cases where the feedback is delayed, the impact can be :
- Negatively affects productivity
-Team performance suffers
- Bad for team morale



Chrm Message From: Mathews Total Posts: 30 Join Date: 04/09/2006  
Rank: Executive Post Date: 24/10/2006 02:21:50 Points: 150 Location: United States

Dear team,

In the context of Recruitment, I know there are so many of us who are guilty of this, and I want to appeal to the HR Community that we should come out of the "Ostrich burying its head in the sand syndrome."

When we see a profile and make out that the person sort of fits most of what we are looking for, then all the cajoling is done to ensure that the candidate comes over to meet us. If found fit an offer is made, if not, there is no communication that goes out. I belive the least that tshould be done is to convey our regret, better would be to give them a feed-back.

You might think this is an "Ivory Tower" message but take it from me it is practiced by us in our organization.

I'm mighty proud that some of them also write back or callme to teel me that it was an eye-opener and that they were able to pull up their stockings and they have thanked me for securing their next jobs in multi-national software companies.

Giving Feedback is absolutely essential for learning and development and yet in the majority of places people do not get enough. People at work have three basic rights which can only be met by receiving ongoing feedback.

To know what is expected of them
To know how they fared
To know what they need to do to improve/become even better

Interestingly, most people for most of the time are lucky if one or two of these rights are met, let alone all three.

Most of them amongst the many of us as managers are reluctant to give feedback, but if you withhold it you are failing in one of the most fundamental duties of any manager, It is impossible to provide for the three basic rights without giving feedback.

So, the provision of feedback is a non-negotiable, bottom-line requirement if you are to help your people to learn and develop. If youare to look at the big-picture of Idnia as an ultimate software outsourcing destination.

Always remember, however, that the receiver of the feedback has the right to decide whether or not to act on it. Having listened and understood, the receiver is always the final arbiter in deciding what to accept and what to reject. The choice is theirs. If you withhold feedback you have deprived them of the right to decide and therefore of one of the most powerful learning opportunities of all.

I've made these purely on my expereinces. Would be keen to know how many are there doing this.


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