The Essence Of Feedback In An Organization And Team

By Author: Mark Bennett
Total Articles: 109
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It is a known fact that many of us like to know what others think of us. We would like to know the things about our character that impresses and upsets other people. Basically, it means we would like to get feedback and reviews about our character.

The same is in the case of work. Many of us like to get the feedback on the work done by us. Why? It is simple. Through the feedback we can know the areas where we lack and how to improve them. Seriously, we are not angels. We can’t be perfect every time. Mistakes can happen and it is how we avoid making the same mistake the next time shows that we are interested in the job. We mustn’t think feedback as a negative thing or the degradation of our character. A feedback tells us where we are now in the required way of working.

Majority of companies and manager follow a regular and give arduous importance to feedback. The success and failure of a project and the company depends on this feedback. So we should not take the feedback given to us lightly. It is very crucial and must be taken to the highest degree. Whether it is the feedback from the client or your manager, ...
... it should be strictly kept in your mind. I have seen many of my friends complain about the lack of proper feedback and even the negative feedback they get. Sometimes not getting the required feedback can be irritating and to some extent discouraging. One thing most of us should think while giving feedback is the end result of the feedback besides the need of it.

From the client and manager point of view, you should give regular feedback. It can be periodically like every three or six months or even yearly. Before giving the feedback, you may feel that whether it is required or not. Sometimes your subordinate must have done a good job and you may feel that there is no need to give any feedback as his or her work was quite appreciative, so there is no need to give any feedback.

Actually it is wrong. Many of us think that feedback should be given whenever our subordinate makes a mistake. When you are sitting with your subordinate; you must not always talk about his or her mistakes. It is important that these mistakes should not be repeated. But sometimes, talking about the mistakes may make your subordinate less interest in hearing your opinion and makes him or her lose interest in doing the work. In some cases, it has led to people putting down their papers. When giving a feedback you need to ease your subordinate by telling what are the areas where he or she has gone wrong and where they have improved. Try to blend the positive and negative aspect of your subordinate’s work. This way, it will make your subordinate realize that they work is being closely observed and chances are there for him or her to climb up the corporate ladder.

Now from the employee point of view, feedback is very important. Many of us would like to develop in life and have a growth in career. Nobody likes to be in the same position or in the same seat for the rest of their lives. One of the best ways to make your manager or superior know that you are interested in job is to ask for constant feedback. For getting feedback, you don’t need to go to the meeting room or fix an appointment. If you see your manager in the hallway, you could still go to him or her and ask about how well you are doing your work. Sometimes while casually talking you could bring up the topic about the way you are working. There is no dearth in situations where you can receive or give feedback.

There can be some of us who are afraid of getting feedback. Either because they had a bad experience during the last feedback or because they assume a feedback session is always about finding faults. Anyway if you are scared or don’t know how to handle a feedback session, you could log on to your internet service provider like FiOS Internet and refer various articles written by experienced organization analyst and human resource managers to overcome your negative vibe about feedback.