Better and Practice

Feedback both positive and negative is important for personal development as it helps us to become more aware of what we do and how we do it. Both in good and bad ways, this feedback can then be used to self-develop and improve our practice.

My supervision is always held in a confidential setting, between myself and my Manager. My Manager records details of what has been discussed, targets identified, and achievement target dates to be met by me and my Manager. This is my personal development plan, and helps me to record training received, training identified, and knowledge gained. My supervision is my opportunity to discuss issues I am concerned about. Sometimes prior to my supervision, I write down notes on issues I want to raise, so that I do not forget whilst in my supervision.

If the feedback is questionable then it becomes useless because it is not trusted. Positive and negative feedback will be more readily accepted if it is kept even, if it is more of one then it may not be received well by the learner for reasons that become obvious within the learner’s behavior or work.

With anyone, within a business or in their personal lives, being encouraged to do the best you can is always something that is welcomed with open arms. Alongside encouragement, feedback from different jobs that you are doing is always a good thing as well. By giving colleagues feedback from different jobs you will be able to notify them as to any mistakes that they may have made, and also feedback can give the opportunity to point out any ways that may be more productive for the employee so that they would be more efficient in doing their job role.

Feedback is important as it sets up targets; the person knows what to improve. It motivates people and helps them to focus. It helps identifying the strengths and weaknesses. It expresses what is important to the organisation and the job and reduces uncertainties in people.

Union Bank has just celebrated their 150th anniversary in the community. Providing many products for its clients and opportunities for employees, Union Bank has been giving the community a bank that maintains a comfortable and familiar environment for everyone who enters. Being a part of a financial institute that focuses on the client and what benefits them instead of the entire relationship based on sales has put Union Bank above other institutions. People are more trusting and feel like they matter when they enter. There are several psychological theories that were used in Union Bank’s business setting.

This function benefits the employee to gain knowledge from the mentors, along with proper knowledge and ideas. As the mentor gains new networking contacts they gain personal satisfaction.

Paris, K., & Mason, S. (1995) states that ‘job shadowing is a work experience option where students learn about a job by walking through the work day as a shadow to a competent worker.’ Shadowing, similarly to coaching most times utilizes a more senior employee who is competent in business operations. Unlike coaching it is not as time consuming and it is the person who is being shadowed who completes tasks whilst the individual who shadows most times merely observes. However, this form of learning approach may be more suitable for students or interns who are not expected to produce or reproduce these job related tasks within the company as this type

The benefits of job shadowing are numerous for an organization. Besides the obvious, cost effectiveness, productivity will increase within the organization. This is as a result of best practices being passed on from the shadower to the high potential employee. Once the HiPo gains this first-hand insight on their potential future position, they will be motivated. Therefore, they will become more engaged, take greater initiative in the workplace, and act as a voice to bridge the gap between higher-ups and subordinates. The transition into their future position will be smoother. Overall, just as each profession is unique, each job shadowing program must acclimate

Feedback can be of a positive or negative nature. We generally don’t like giving negative

• Shadowing – a person already in the job shows the employee how to do

A manager such as Steve Brankin uses close supervision, carefully dictating how his employees complete their jobs. The understanding that employees dislike work and responsibility and the only reason they are there is for the financial reward. Giving employees praise is a positive and effective way to get employees working. Asidua do this by appraisal/performance management schemes. This enables objectives and training needs to be agreed at the start of the performance review cycle and reviewed as appropriate in the year. Steve has said in our questionnaire that feedback is an ongoing basis, and it is formally documented at the mid way point and at the end of the cycle.

enables you to be more productive once on the job and to be an impressive representative

Positive feedback can be used to acclaim or show appreciation. For instance, it is an opportunity to tell the beneficiary that a thought or action he or she has or does is extraordinary. For example, if he or she contributes meaningfully in a meeting or works diligently on a project, positive feedback can be used as a reward for good work. This can help build confidence and continuity amongst a team. The more rewarded and confident a group feels, the more likely they are to succeed again on the next project. The opportunities to offer positive feedback vary greatly. Such feedback can be given for strong organizational skills, such as planning ahead and completing assignments

Positive feedback tells a company what is going right and companies use this feedback to improve customer relations.