Professional Documents
Culture Documents
LA15
LA15
Jasmine R. Ukay
In the business nowadays, the phrase "feedback" has multiple meanings and can
signify quite things differently to workers from various decades. (Tammy Erickson, 2008)
NATURE OF FEEDBACK:
Among the most valuable ways we have towards influencing behavior and improving
performance is feedback. It is our duty as leaders to encourage the development and success
of others by providing constructive criticism at the right moment. For the majority of us,
responding positively to criticism is simple and exciting. Understanding possibly damaging
information about oneself can be a little more difficult in a contract. Similar to receiving bad
feedback, giving it to others can be awkward. However, studies also show over 90% of the
population is eager for all kinds of feedback and views it as a motivating factor for increased
performance. (Spradlin, 2020)
FEEDBACK CONTROLLING
- Feedback raises a - It analyzes an - In attempt to exert
student 's self, application's result, influence among his
learning drive, and figures out its employees, it is a task
achievement levels. inaccuracy, and that each and every
Additionally, 65% of afterwards modifies director must
employees agree then one or more sources complete. The
they also want to to produce the efficacy of the other
have more input, intended final managerial activities
therefore it's what production. is frequently
your colleagues - The mechanism may discovered to be
desire. Feedback can become unstable as a increased by proper
take many different result of the feedback monitoring
forms. Feedback can control. The feedback procedures.
be given on a mechanism oscillates Controlling
continual basis, as a consequence of guarantees that the
sporadically, or the operator's strategy organization's
sequentially. of experimenting capabilities are used
- "feedback about with correction for effectively and
individual 's output discrepancies. efficiently to
competence or - comprised of several accomplish its goals.
comprehension parts, such as
offered by an circuits, capacitors,
operator." It is a and other electric
response to a learner devices that carry out
permit activity that the essential
tries to reduce functions. Positive
"differences among and negative
present comments might be
interpretations and additionally separated
performances and an from the overall
objective" in order to feedback.
connect, educate, and
enhance the
knowledge.
Isidora Marcovic
USES OF FEEDBACK:
According to Madeline Miles (2022), there are five uses/ benefits of Feedback:
As a result of this change, workers get used to asking for feedback anytime they
require it or request it, which empowers the workplace and relieves HR of some of its
workload.
According to PwC, approximately 60% of the workers polled said they wanted prefer
input every day or every week; this percentage rose to 72% for workers under the age of
30. There are numerous lots of explanations why individuals aren't receiving the feedback
they want, including the fact that giving meaningful criticism takes time, is unpleasant,
and is difficult at first.
According to Grant Wiggins, there are seven keys for an effective feedback:
1. Goal- Referenced
An individual must have an objective, take some effort to reach the objective, and then
obtain feedback on their activities that is pertinent to the objective. It is constantly connected
to a prior purpose or educational objective. It lets a good method whether they're on schedule
or off track. Even precise work targets and the broader topic, linguistic, and reading objectives
can be unclear to students at times. Objectives and curriculum are designed should be made
abundantly clear at the outset of the engagement, and learners should be reminded of these
periodically.
Any effective feedback mechanism must have both a distinct aim and measurable
outcomes that are directly tied to the goal. The workers didn't get the knowledge, even though
it is clear and concrete, because either they do not even search to find it or because they're too
busy acting to pay attention to the repercussions. It guarantees that the guidance students
obtain is sufficient in both substance and concreteness and also that they comprehend what it
implies. (Bohdana Allman)
3. Actionable
The speaker should also take constructive criticism. As a result of the providers'
inadequate descriptiveness and tendency to draw conclusions from the facts rather than just
delivering the information, many circumstances when criticism is supposed to be given result
in conflicts. (Grant Wiggins). Furthermore, criticism must be able to be put into practice, or
else it is ineffective. It must be sufficiently illustrative so that the learner comprehends how to
fix the mistake and what to do properly moving forward. Successful feedback is also unique
in that it takes the receiver into account and is therefore approachable, which increases its
significance. (Bohdana Allman)
4. User- Friendly
5. Timely
Timely feedback is required. It must be provided when there is yet time for the students to
put it into practice, keep track of their progress, and make necessary adjustments.
In the context of educational conversation and debate, it may be "throughout." The topics that
information linked and also how they respond to those inquiries will provide feedback to the
professional. It may be important to change the way questions are posed in the classrooms to
ensure that every student can engage and give proof of their knowledge level in order to properly
gather information about who understands and who doesn't. The results of this information will
show yet if the students need to be taught again, receive more diversified training and practice,
engage in group learning, or advance.
6. Ongoing
Accepting feedback and getting chances to put it to good use are essential for improving our
effectiveness. Any evaluation in learning is constructive if it gives the individual the chance to
improve their behavior if outcomes are subpar rather than just being a prelude to cumulative
evaluations. Feedback is given after the presentation has already ended in evaluation results.
7. Consistent
Use active listening skills and questioning techniques to make sure that your input
qualifies as effective dialogue. In order to determine yet if the recipients have comprehended
the statement in the exact words as the speaker intends and also whether he agreed with the
information or otherwise, feedback is crucial in communications.
5. Only those areas, activities, and behaviors that the recipient personally controls must
be the focus of feedback.
Instead of emphasizing on the recipient's incapacity to perform the work, your feedback
should include how to resolve the issue if it was caused by a problem with another person,
organization, or service provider. Feedback is something we exchange constantly. Feedback
provides information on behaviors and an assessment of their quality, whether the feedback is
apparent via spoken or interpersonal text or indirect via motions or vocal inflection.
6. It must be Timely
Make absolutely sure not to overburden them with knowledge, advice, and
recommendations. Consider deeply about what has to be talked, how it ought to be addressed,
and the level of conversation you want to have.
1. A UK study found that 74% of participants thought that all of these types of workplace
evaluation were component usually, pointless, and unimportant.
2. Based on a CEB study, only 5% of administration and a pathetic 10% of human
resource managers are satisfied with the efficacy of traditional performance reviews.
3. According to a Yoh study, 24% of employees were considering quitting their jobs due
to negative performance reviews.
4. A Gallup study found that 32% of workers interviewed left their jobs due to a lack of
opportunities for promotion.
Numerous studies have shown that the typical feedback evaluation is an outdated practice that
should be abandoned. These resultants frequently concentrate on the company's development
and serve to establish objectives moving ahead. However, they frequently arrived too late and
too little.
There are several numbers of factors why all these evaluations just don't work, according to
Zenefits:
1. Per year, 95% of businesses employ the incorrect individuals. Performance reviews
and recruitment do not appear to be related at first sight. Traditional performance
appraisals allow for the simple introduction of misunderstandings and presumptions
into the hiring procedure. Additionally, if you postpone 9 to 12 months to follow up on
your prospective staff member, you are at chance of overlooking important factors that
have an impact on employee engagement and motivation.
2. Concentrating on flaws causes a 27% decrease in performance. In a conventional
performance evaluation, managers frequently overemphasize shortcomings in the
hopes that staff members would concentrate on development in the coming year. But
numerous studies have demonstrated that heavily addressing a worker's areas of
weakness would result in a decline in productivity as a whole. In fact, changing things
up and concentrating on a worker's strong points can enhance performance by 8.9%
and reduces attrition by more than 14%.
3. Too many workers are made to wait interminably lengthy for feedback. Even though
96% of workers feel that frequent check-ins are advantageous, over 30% of individuals
must wait three months or longer under the conventional framework.
4. The majority of workers and management concur that poor communications is the
main reason for disaster. Traditional performance assessments are uncommon, and
they might result in significant miscommunications. Traditional reviews frequently
involve a perfect correlation among the management and the staff members, therefore
the focus of these conversations tends to be on the company's abilities and faults.
5. One in four employees acknowledge that they might quit their jobs if they receive poor
performance assessments. Regardless of whether they're having difficulties or not,
employees want to be praised for their efforts. Without consistent access to both
favorable and corrective feedback, a worker may start feeling more like a component
of the machinery than just a part of the group. And the majority of conventional
appraisals are likely to alienate workers. These reviews, as we previously stated, are
too infrequent and provide insufficient information to be useful.
References: https://www.questionpro.com/blog/continuous-feedback/
1. Plan- Since before you intend to provide feedback towards the workforce, you must
locate and comprehend the difficulty. Your criticism must be supported by data and
figures, not by memories of interactions you may have shared with the worker in the
previous (s). Knowledge exploration, feedback definition, concept generation for
delivery, and implementation must come first.
2. Do- Whenever you having determined the workers' abilities and limitations, it is
necessary to test the method in a narrow pilot scheme before implementing it across
the board. This will enable you to evaluate regardless of whether or the suggested
improvements have produced the intended results while causing the least amount of
disturbance.
3. Check- You evaluate the experimental project's outcomes in comparison to your
predetermined objectives. It's time to start putting the strategy into action if the
intentions and the actuality line up. Just when you are 100 percent pleased with the
outcomes should you continue on to the last phase of the process.
4. Act- This represents the step in which the method is put into action. Keep in mind that
this is a continuous process, a looping, rather than a sequential procedure with a start
and an end. This implies that your improvement now serves as a springboard for future
improvements for your personnel at periodic intervals.
A remained steady of feedback across both ways is a requirement for any successful
organization. Feedback, whether it comes from the company regarding the application of a
policy or from workers who are unable to affirm a new code of behavior, keeps the process
flow flowing smoothly. (Anushka Pandey, 2022)
Providing access to improved dialogues results in more direct tough discussions. Critical
challenges aren't any more a surprise; instead, you may prepare for them and, preferably, act
before they turn into a problem. For instance, your boss might offer you advice on how to best
prepare in the next after you botch a big presentation while your supervisory was present, as
rather than making you repeat the embarrassment. The same ideas can still be stated while
maintaining specificity and speaking in a constructive, positive manner; this avoids further
embarrassment. (Katy Reid, 2021)
PROS CONS
gives staff members input from a use a small portion of the system for
range of sources measuring overall quality.
builds and enhances commitment creates management issues if it is
and cooperation executed hurriedly or insufficiently
identifies operational problems If not properly incorporated into
that could obstruct employee identified performance goals, can
development fails to add benefit.
identifies specific areas for since the method is private, prevents
professional growth receivers from learning more
decreases bias and discriminatory concentrates on employee flaws and
inclinations of raters deficiencies rather than their
strengths
provides constructive criticism in input from unskilled raters is
order to increase employee output provided, and organizations can
manipulate the process.
gives insight into training sometimes calls for extensive data
requirements collecting and processing
management
team player/people manager;
self-management;
interaction;
perception;
organizing abilities;
creating decisions;
expert knowledge;
drive;
ability to adapt
1. Ratings
- The people who created the feedback assign scores on a level to every category. This
could be applied to equally the quality of service, ranking the significance of the
each element on a range of 1 (not essential) to 6 (critical), and achievement on a
range of 1 (poor in his aspect) to 6 (great).
2. Data Processing
- Typically, technology created inside the company or, more frequently, supplied by
outside companies is used to handle surveys. This makes it possible to gather
information and quick, easy, and in a style that makes quantitative and visual
representation possible are all requirements for research.
3. Feedback
- The feedback is frequently anonymized and might be given to the person receiving it
(more frequently), the person receiving it (least frequently), or even both the person
receiving it and the boss. Most businesses do not make provisions for anonymously
posts. The organization's culture determines the extent to which feedback is
confidential; greater every transparent the environment, the further probable it is that
the origin of the criticism will be disclosed.
4. Action
- Whether the method is being used for payment, training, or assessment reasons will
determine the response that the feedback prompts. If the goal is largely educational,
the actions may well be left to the person as part of their own development projects,
but when both the worker and the supervisor have knowledge to the data, the project
plan may be divided. There are several benefits to using this strategy, even though
the information is sent solely to the person. This way, shared plans may be created
and the information can be reviewed in a performance review.
360- DEGREES FEEDBACK EFFECTIVENESS
Martin asserts, "It has unquestionably assisted our team in strengthening their abilities,
which has enhanced individual engagement and decreased high turnover. After all, you're
more inclined to consider it than just single individual if you're getting the same opinion from
numerous people.
By compiling and evaluating all of the responses from coworkers, colleagues, bosses, or
clients, 360-degree feedback software offers provide a comprehensive picture of the
individual's character. Analysis at the personal and team levels reveals any gaps in knowledge
or abilities that may occur within a certain group or squad member. Therefore, education
programs may be used to remedy any gaps if such a problem is discovered throughout a unit.
Peer feedback not just to raises a company's spirits but also improves communication
between them and their superiors. As various teams hear input from other members of the
company, they develop trust and become more likely to accomplish respective shared
objectives. The generate the following the regularity of interaction among the team, which
eventually enhances productivity as a whole.
According to CEO of Aston & James, LLC Nick H. Kamboj, "it gives set - up, that allows
all members of the company further to create trust among individuals." 360-degree feedback
has a number of advantages for a company. The quality standards that results from the greater
trust eventually easily be made and income.
According to Megha Singh, a Mercer | Mettl as Assistant Manager, there are five disadvantages
of 360- degrees feedback: 360-degree reviews provide your employees the opportunity to grow
in critical aspects that could be impeding their forward professional growth or leading to
significant disputes inside a group. Badly executed 360 initiatives, meanwhile, can demoralize a
team more than they were before the activity and breed distrust, rage, and confrontations.
Martin believes that certain executives may be inclined to focus on identifying flaws in an
appraisal system rather than praising and enhancing their excellent qualities when using 360-
degree feedback. If you're not cautious, this can cause organic reach to drop.
Nobody is going to provide candid comments if the individuals conducting the 360-
degree review are not trusted. Feedback will be useless since responders will only give you
whatever they believe you would like to hear. The assessment information must then be set up
and carried out according to transparent procedures.
REFLECTION:
As an Atenean, I have experienced giving and receiving feedback from other people.
For example, my friends are talking about their crushes and admirers. Of course, we are
having what we called the feedback which that is our response about what they have talking
or what the topic is all about. Another example is when reporting. Last Friday, we have a
reporting in our Strategic Business Analysis which is all about computing our capital based on
the topic that we have decided. My group are always conscious including me that what if out
computations are wrong or what if our professor will ask many questions about our
computations. After the reporting, I was so anxious and scared, maybe it is wrong. But the
best feeling is that, our professor commented or gave us a feedback which is “Very Good
Group 9, it is very detailed. Good Job.” I don’t know what to react but inside me, I felt
excitement.
Giving feedback to other either positive and negative, it serves as a motivation which
you have learn something or learned new things. Not all negative feedbacks are all about
bringing you down. It depends on the person who giving you feedback. If you have a good
performance which is both in school or organization, you will receive a good and positive
feedback. If you have a bad performance, they will just teach you and guide you to what or
where are the errors in your papers or presentations.
All I can say is that feedback really helps people to motivate and help themselves to be
a great one. Yes, you have failed right now, but there is a good time for you. Just don’t give
up of what you are doing because in the end, those positive and negative feedbacks will help
you to strive and continue on your journey’s in life.
REFERENCES:
1. 360-degree feedback methodology. (2012, October 26).
relivingmbadays. https://relivingmbadays.wordpress.com/2012/10/26/360-degree-
feedback-methodology/
2. 5 benefits of feedback — and why it is important. (2022, August 25). BetterUp: The
People Experience Platform. https://www.betterup.com/blog/benefits-of-feedback
3. 5 reasons to ditch the traditional performance review. (2022, November 21).
Workest. https://www.zenefits.com/workest/5-reasons-to-ditch-the-traditional-
performance-review/
4. 7 essential guidelines to giving effective feedback. (n.d.). LMA | Empowered people.
Better results. https://leadershipmanagement.com.au/7-essential-guidelines-to-giving-
effective-feedback/
5. Advantages and disadvantages of 360 degree feedback. (2021, August 13).
mettl. https://blog.mettl.com/advantages-disadvantages-of-360-degree-appraisal/
6. Bhat, A. (2018, September 7). Continuous feedback: Definition, model & system,
performance management and benefits.
QuestionPro. https://www.questionpro.com/blog/continuous-feedback/
7. Difference between feedback and feed forward control systems. (2022, December 7).
GeeksforGeeks. https://www.geeksforgeeks.org/difference-between-feedback-and-feed-
forward-control-systems/
8. The double meaning of “Feedback”. (2008, November 25). Harvard Business
Review. https://hbr.org/2008/11/the-double-meaning-of-feedback
9. Effective and appropriate feedback for English learners. (n.d.). EdTech
Books. https://edtechbooks.org/language_acquisition/effective_ell_appropriate_feedback
10. Ensuring the effectiveness of the 360 degree feedback process. (n.d.). Getfeedback -
excellence in the measurement of people, teams and
organisations. https://www.getfeedback.net/kb/360-degrees-of-success
11. Feedback and reporting. (n.d.). Department of Education and Training
Victoria. https://www.education.vic.gov.au/school/teachers/teachingresources/practice/
Pages/insight-feedback.aspx
12. Feedback communication. (n.d.). Management Study Guide - Courses for Students,
Professionals & Faculty
Members. https://managementstudyguide.com/feedback_communication.htm
13. Feedback vs. Feedforward. (n.d.). Workflow Management Software by
Integrify. https://www.integrify.com/blog/posts/feedback-vs-feedforward/
14. Feedforward control vs feedback control. (2017, October 16). INSTRUMENTATION
IN A NUTSHELL. https://instrumentationinnutshell.blogspot.com/2017/10/feedforward-
control-vs-feedback-control.html
15. Ho, C. (2020, June 19). Factual feedback. Brain Body Centre
Limited. https://brainbodycentre.com/en/factual-feedback/
16. Importance of controlling. (2021, March 11).
BYJUS. https://byjus.com/commerce/importance-of-controlling/
17. The nature of feedback: Investigating how different types of feedback affect writing
performance. (n.d.). eScholarship. https://escholarship.org/uc/item/1rp1t0c1
18. Novak, D. R. (n.d.). The nature of feedback. David R.
Novak. https://davidrnovak.com/writing/article/2020/06/the-nature-of-feedback
19. Receiving and giving effective feedback. (2020, May 13). Centre for Teaching
Excellence. https://uwaterloo.ca/centre-for-teaching-excellence/teaching-resources/
teaching-tips/assessing-student-work/grading-and-feedback/receiving-and-giving-
effective-feedback
20. Rohia. (2022, December 14). Continuous feedback: What is it and its
benefits? Engagedly. https://engagedly.com/continuous-feedback-benefits/
21. Seven keys to effective feedback. (2021, June 29).
ASCD. https://www.ascd.org/el/articles/seven-keys-to-effective-feedback
22. Spradlin, S. (2020, September 18). The nature of feedback. Mission Six
Zero. https://missionsixzero.com/the-nature-of-feedback/
23. Try Feedforward instead of feedback. (2022, June 30). MARSHALL
GOLDSMITH. https://marshallgoldsmith.com/articles/try-feedforward-instead-
feedback/
24. What is 360-Degree feedback? (2006, July 25). The
Balance. https://www.thebalancemoney.com/360-degree-feedback-information-1917537
25. What is feedback? definition of feedback (Psychology dictionary). (2015, June 25).
Psychology Dictionary. https://psychologydictionary.org/feedback/
26. Why giving instant feedback is important for effective learning. (2020, September 29).
Mobile Training for your Deskless Workforce |
eduMe. https://www.edume.com/blog/role-of-feedback-in-improving-learning