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Giving and Receiving Feedback

Feedback is an important communication process that completes the communication cycle between a sender and receiver. The purpose of feedback is to reinforce desired behavior and performance while discouraging undesired behavior, and it allows the receiver to understand how others evaluate their performance. To be effective, feedback should focus on performance rather than the person, be timely, specific, and action-focused. It should provide examples and allow the receiver to comment while maintaining their esteem. Sources of feedback include one's job, self, superiors, colleagues, subordinates, and customers.

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87 views

Giving and Receiving Feedback

Feedback is an important communication process that completes the communication cycle between a sender and receiver. The purpose of feedback is to reinforce desired behavior and performance while discouraging undesired behavior, and it allows the receiver to understand how others evaluate their performance. To be effective, feedback should focus on performance rather than the person, be timely, specific, and action-focused. It should provide examples and allow the receiver to comment while maintaining their esteem. Sources of feedback include one's job, self, superiors, colleagues, subordinates, and customers.

Uploaded by

sumitkjham
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPT, PDF, TXT or read online on Scribd
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Giving and Receiving Feedback

MBA I (FT) Human Resource Management

Feedback
Feedback is a communication PROCESS.
Feedback completes the communication cycle.
Performance expectations
Performance

FEEDBACK

Purpose and Objective of Feedback


Sender
Reinforcing desired behaviour /performance Discouraging/changing/modifying undesired behaviour/performance

Receiver
Need to know how others evaluate Subjective/qualitative feedback is also important

Effective Feedback
Focuses on performance and not the person
Reduce receiver defensiveness Lead to performance improvement Provides role clarity

Timely
Immediately follows performance Frequency reduces surprises Frequency should not interfere with performance

Giving Credit
Giving praise is more than a vague well done or a pat on the back. An effective credit provides specific information to people about their behaviour and why it is creditworthy. This specific information gives credibility to the praise and encourages the element of performance to be repeated.
Lockett (1992)

Effective Feedback
Specific Action focus- LEAD TO ACTION
Informal or day-to-day feedback is more important than feedback that occurs during the annual or semi-annual performance appraisal session in terms of its impacts on work performance and attitudes.---- but positive outcomes may arise from the annual event where there has been more frequent review and feedback during the year.

Effective Feedback
Explains why behaviours are effective/ineffective Quotes specific examples Allows the person receiving feedback to comment/elaborate Provides alternative positive behaviours Maintains esteem of those involved
Therefore it needs to be ---------

Effective Feedback (Contd)


Concise Specific Timely Relevant Supportive Contracted for Given in moderation

And Focus On
Behaviour that can be changed/have the most impact Strengths/preferences as well as development needs/non-preferences

Ineffective Feedback
Tends to be judgemental
Higher person focus Making allegations / attributing intentions

Sources of Feedback
Job/task Self Superior Colleagues Subordinates Clients/customers

Performance Coaching
Demystify the performance problem Allow receiver to respond Cite evidences of poor performance Identify receiver strengths that may complement / help address the problem Identify the correct/effective performance behaviour Explore jointly the consequences of poor performance Make sure the receiver understands the process, its content and the intended outcomes

Scope and Learning Outcomes


Scope What is performance feedback Making feedback effective Feedback and performance management
Learning Outcomes How to diagnose performance Frame the diagnosis as performance feedback Learn how to give negative feedback Learn how to give positive feedback

Thank You

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