Importance
of Positive Feedback
feedback
is very important and it is essential as it plays an important role in the
overall success of the organisation. Giving regular feedback provides an
opportunity to everyone to look at their shortcomings and improve upon the same.
Feedback also provides solutions to problems. It helps the organisation to
grow.
Benefits of Positive Feedback
- It is a means of finding out the unexpressed aspects of the work-force and whether they are in line with the goals of the organisation or not. It also helps in obtaining the goals and expectation of the management
- It helps in taking the next step towards improving the efficiency of the work-force and organisation to plan realistic actions towards the aspired goals.
- Sometime policies will be changed based on the feedback as ground realities come into picture
Ways to Give Positive Feedback
Feedback delivery at the right time works wonders. Many a time there is
a delay in providing the proper feedback irrespective of the size of the
organisation. Sometimes the issue maybe with the way the feedback is provided.
Few ways are discussed below.
- Get The Tone Right
Feedback should always be considered as
positive only if it motivates the person to improve and work upon the
performance and not the other way around.
Make the person feel comfortable and
state the context that the bone of contention or issue is related to a
particular area of work and not with the person itself. This will help the
person to understand that it is for their betterment. They will wait for the
next round of feedback when taken in the right stride and not dread to think of
it. When the work becomes unproductive then the person who provided feedback
should also reflect upon the feedback session and discuss and make things to
move in the right direction.
- Provide Positive Strokes
When feed backs are positive there is an
openness in accepting the feedback. People will be eager to try out new ideas
and directions. On the other hand, negative feedback evokes a sense of anger
and danger within the person receiving the same. The panic button is hit,
however if negative feedback cannot be avoided in certain situations, there has
to be constant follow-up at regular intervals so that the person delivers
positive outcome.
- Be Sincere
If
your tone and manner don't match the context of the feedback itself, you could
send out a mixed message that confuses the recipient. If the feedback is
positive, let your emotions also indicate that you appreciate their efforts.
For negative feedback, a more concerned tone will show that you believe the
problem should be taken seriously. Most importantly, always try to avoid
displaying negative emotions such as anger, sarcasm or disappointment, as they
are likely to be perceived as personal criticism.
- Appreciate Employees
Everyone loves to be
appreciated. Sincere appreciation to the team member when they have gone out of
their way works as a propeller of enthusiasm. It does not take much time to
appreciate but it has far reaching effects. Coaching an underperforming
employee takes more time as compared to regular appreciation. Saying the right
thing matters a lot. A simple “thank you” or “good job” can do a lot to show
employees they are appreciated.
- Feedback is not Criticism
Unpleasant conversations are inevitable in
many situations when things go wrong. When these conversations are not done at
the proper time the organisation suffers as people may not be able to realise
it themselves. The focus should be always towards the behaviour of workforce
and what they do rather than what they are like.
Do not target a person and always avoid
criticism. Stick on to the constructive feedback of work force actions.
Always work
towards finding a solution to recurring issues. Instead of approaching a team
member and addressing the issue with provoking words “You are always late”.
Always explain the effect of such behaviour on other staff members and arrive
at finding a solution together.
Even with all
reasoning and conveying message when things don’t work, have a positive
attitude to start with.
Maintain Clear Conversation
Always be specific when feedback is being provided. Identify
the issue and address it directly and be clear on the expected outcome.
Comment below with your thoughts. Watch this space for more insights on healthy mindset for self-leadership. Want to bring about the culture of progress, performance and productivity for maximizing your profits, attend our Turning Point– Turn in and Tune in workshop. Mail us at turningpoint@hasovan.com for more details. Our team would be happy to get in touch. Catch the work-place philosophy of various companies in the book “Erupt with Joy” by Savitha Hosamane.
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