The Impact Of Feedback On The Workplace

All feedback needs to be concerned and supportive; it needs to include both negative and positive feedback. Positive can help us feel good about our self and positive about our skills that have been observed. However to develop further we need negative feedback to make improvements and grow as individuals, and

3600 feedback is a process in which someone’s performance is assessed and feedback is given by a number of people who may include their manager, subordinates, colleagues and customers (Michael Armstrong 2009:644). The debate surrounds a point of whether it offers a means of overcoming the traditional limitations of appraisal.

It is always my aim to ensure that feedback is timely and given in a constructive and sensitive manner; and my approach can sometimes be influenced by what I have learned during initial assessment; and as I develop relationships with the learner. I have recently made efforts to encourage my learners to reflect and to self-assess their performance. I feel that this helps to pave the way for me to feedback to the individual and to reduce the risk of de-motivating them.

Moreover, the article expresses how major companies such as Accenture, Adobe Systems Inc., Deloitte, IBM Corp., Microsoft Corp., have removed the traditional performance evaluation to grow to be the successful business they are today. One main reason is that performance is an ongoing process (Workforce News, 2016). In today’s job market, it is very important that employees can decide if they are productive to their company as well as noticing the areas where they can improve. This is where continuous feedback can allow them and change their mindset as it relates to their function and purpose within a company.

Before understanding how Legacy Health handles feedback, it is important to understand what feedback is and how it is important to the healthcare industry. Feedback, as defined by the textbook, is “the degree to which people learn how effective they are being at work” (Bauer, 2014). This definition may seem vague, yet within the concept of feedback, are multiple ways for people to learn of their work efficacy. In an organization, feedback can come in various forms, whether on a performance based approach, a three hundred and sixty degree approach, goal setting and feedback upon the goals, or a multitude of other forms.

The use of 360-feedback promotes self-awareness of strengths and weakness, however the completion of reviews cannot be the end of the process. Coaching implies an on-going process, not a singular event (Day, 2001, p. 590). Follow up action after the review process is necessary and an executive coach can be an excellent resource in evaluation of feedback (Thach, 2002, p. 206). The coach can establish a context for the received feedback and help the employee and manager analyze the results (Thach, 2002, p.

As a human service manager, I must learn to take feedback, both negative and positive, and learn from every experience to make me a better employee and future manager.

Data analysis is undoubtedly one of the most critical parts of any quantitative or qualitative study. In qualitative research, data analysis relies on inductive reasoning processes to interpret and structure the meanings that can be derived from data (Thorne, 2000). In this study, data analysis focused on the perception and significance that participants assigned to their individual experiences regarding their performance feedback conversations. The purpose of data analysis was to capture the meaning and essence of the individual experiences of the participants in relation to the performance feedback process in their organization so that the significance of this phenomenon could be interpreted correctly in the

As today’s businesses continue to expand, workers are expected to perform well on their jobs. This is what truly happened to management who has a tendency to measure how well they are doing on their job. The job done in a certain period of time is frequently evaluated by performance appraisal. Performance appraisals lead to enhancing employee’s performance, internal communication (relationship), and quality improvements as well. Some experts argue that formal performance appraisal is somewhat useless and many of them contemplate performance appraisals can be detrimental to quality improvement and convey some negative perceptions to the management (David Law, 2007). Albeit many professionals pointed out disadvantages associated

In an article from the U.S. Office of Personnel Management [OPM] (n.d.) it stated that “without feedback, you 're walking blind, at best, you 'll accidentally reach your goal, and at worst, you will wander aimlessly through the dark, never reaching your destination.” Feedback is a critical element in a managers “toolbox” when evaluating employees. It gives an employee a view of how good or bad their previous performance was and what or if they need to improve in their performance. It also reduces

No matter the type of relationship a person may be in, feedback is needed and in most cases, wanted. In amorous relationships, we seek attention and words of affirmation. In a teacher-student bond, students need to know they are doing well or where they need to improve. In the coach-player relationship, players need to hear where they went wrong in the game; but also how the five rebounds made toward the end of the game helped the team win. Feedback is essential and when used correctly, can lift an individual to higher heights.

Managers would be able to give accurate feedback with reduced fear of raised defenses and de- motivation. Employees will perceive feedback as being fair and acceptable if managers give frequent feedback, give praise when due, minimize criticism and focus on solving problems. (Noe et al, pp.383-387) Noe et al (1999, p391) identify five approaches to performance management, each with related trade-offs, and states that the choice of approach is dependent on the job in question: comparative, attribute, results, quality and behavioral

Most employees like to receive feedback; the employees want to know how they are doing! Quality performance feedback on an ongoing basis is the lifeblood of the performance appraisal process. Research and practice demonstrate a consistent disconnect between employee and manager perspectives about the degree and nature of performance feedback. As leaders, communication is the building block of trust. Employees desire more frequent, specific, and timely feedback than the typical once a year meeting with the manager provides. Employees in many cases feel misled and betrayed when they do

Feedback systems are vital to the success of organizations in business, school, sports, and life. A good feedback system can help an individual improve on weaknesses, maximize strengths, and get a sense of where they stand within a company or organizations. This is done by utilizing positive and negative feedback to an employee or manager. There are a myriad of different feedback systems available to companies such as team-based systems, self-appraisal systems, and 360-degree feedback systems. While they all have various strengths and weaknesses, the 360-degree feedback system stands out as the most effective way to communicate positive and negative feedback for everyone from the top to the bottom of an organization. The following research

I selected feedback to subordinates as my topic to write about rather than managing conflict with peers because I believe that a person can gain more from teaching future generation’s rather than trying to manage conflicts that come up with their peers. Our future generations are our replacements and we need to teach them as much as we can so they can be great replacements for us. Taking the time to give effective feedback to a subordinate is a prime way to fulfill that requirement of building a better future and brighter world. Giving feedback is vital because it’s part of the learning process in life. It helps workers know that they are being monitored within the company. More importantly it provides the worker with an opportunity to improve themselves within the company and within life. The development of future generations is an important responsibility of a leader.