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The Basics of Effectual Feedback for better Management

by Sameeksha Khanna 22. April 2012 21:35

If you wish to be a successful manager, then skills of listening to and providing effectual feedback must come naturally to you. This is all the more important if you are someone closely related to improving the organisation’s performance. A lot of times it has been seen that employees fear the performance reviews by their managers. And this is also because many managers do not know the art of giving feedback. 

While the employees wish to know how they are performing from inside they fear their reviews just for the sheer reason of being criticised in the wrong manner. A lot of times, since the managers are not well-equipped to provide a feedback, they also delay the process and when they have to; give very regular feedbacks based on surface observations. In such a case it becomes very important to understand the significant of an effective feedback if the organisational growth is the prime concern. 

To provide constructive and useful feedback, it is important you collect proper data first. The data needs to be specific and the person-concerned-oriented. This will allow you to give a very concentrated, crisp and specific feedback regarding what you need to say to that person. 

Before you go to hunting for specific observations for feedback, realise what are you looking for and why. Realise why the issue concerned has cropped up and what should be its impact. You need to realise the importance of the issue and value it in the light of your organisations growth. See how it would aid the employee as well as the organisation you are with, grow for the better. 

Last but not the least, remember the words, ‘could we’ when providing feedback. This phrase focuses on careful developing of actual solutions that address the issue at hand. Here you need to identify resources, needs, demands and the action plans that help the employee under review and the organisation move forward after realising the mistakes made in the past. This also saves you from the blame game. 

If you still think that for providing feedback you need more help, it is always better to take some training in the process. Remember, once you start providing the employees with constructive feedback, helping them overcome their negative points and use them in a positive manner, the issues will be solved in a quicker manner and your reset among them will also increase. 





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