Manas Kanti Kar_67_C2_22_BC_Assignement 19

Formal feedback sessions or non-formal feedbacks to the team members or colleagues or

subordinates is one of the toughest as well as inevitabilities in modern day business
environment. It’s like a close loop control action, where feedbacks helps us to calibrate our
self-better to work in a synchronized way for achieving personal, professional and
organizational goal. But unfortunately most of the times we found that employees having a
negative association with feedback and mostly everyone feels that how to give a best way
to give feedback which doesn’t results in feeling bad, insecure and upset.
My usual style of providing feedback are as follows:-
 Before providing feedback I consider the potential value of the feedback receiver.
 I choose the topics which are most important trait with respect to the organization
goals.
 I prefer to provide feedback mostly on the technical aspect of the profession rather
than the personal behavior. But if required personal feedback I provide which is too
the extent of non-judgmental in nature.
 I provide feedback based on my observations not on the basis of perception about
any employee.
 I prefer to tell my subordinates during the formal feedback sessions, is that feedback
is meant for the personal development not meant for the performance appraisal
purpose.
 I prefer to site examples with concrete statistics while providing feedback.
 I prefer to provide positive feedbacks and as well as areas of improvement to
perform better.
 I am not a person who want to provide feedback in order to please him or her. It
helps the receiver to avoid confusion and reduce the sense of inaccuracy in
feedbacks.

Changes that I want to make in my feedback giving style with respect to the SBI Model are
as follows:-
 Feedback is to given to motivate my subordinates to create a behavior and
environment to increase the effective of them.
 To provide feedback immediately after any situation so that it doesn’t get faded
away with time.
 As I am in an Engineering Design firm who are involved in EPC projects, so I have to
provide examples of particular project and its situation made positive impact on
employees to take corrective actions.
 To provide feedback is given with context to the receiver only. Any providing
situational example helps the receiver to understand the framework correctly.
 I need to provide the feedback about the pattern of the work of the employee which
might be helpful for them, as that will directly impact the process of the business.
 I shouldn’t rely on gossips or directly believe th feedback of my employee from
other person. As it may indermine my feedback style and detorite my relationship
with the employee.
 I must ise the measurable information while providing feedback as it helps me to
remain unbiased during feedback sessions.

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Manas Kanti Kar_67_C2_22_BC_Assignement 19

 Be honest and ready to take up any queries or discuss questionable items from the
sub ordinates during feedback sessions.
 I need to convey the impact of the employee’s behavior or characteristics which
might be sometimes not synchronizing with the essence of the project goals.
 It is important to give the sub ordinated a chance to respond and I should check in
with them by asking them counter feedback.
 I need to be very sure while offering specific suggestions that would help avoid
conflict in future circumstances.

Manas Kanti Kar_67_C2_22_BC_Assignement 19