Giving Feedback
If a subordinate
feels hurt after receiving feedback, fails to recognise their mistakes, and
perceives the interaction as threatening, the discussion likely devolves into a
criticism session. In this scenario, the subordinate may leave feeling
demoralized and defensive, undermining their confidence and performance.
Conversely, if a
subordinate acknowledges their mistakes and clearly understands what needs improvement,
the interaction has successfully served as a feedback session. This type of
session is designed to provide clarity and direction, allowing the individual
to grasp the necessary steps for improvement without feeling attacked.
Ideally, constructive
feedback occurs when a subordinate recognises their mistakes and is willing to
take actionable steps based on the guidance provided. In this case, the
feedback has fostered an environment of growth and collaboration, encouraging
the subordinates to engage positively with the feedback process and take
ownership of their development.
It is important to
note that, all too often, what is intended as feedback can unintentionally
transform into an exercise in criticism and fault-finding. When this happens,
it can lead to feelings of demotivation and frustration for the receiver.
Effective feedback should be viewed as a valuable opportunity for learning. It
should clarify why certain outcomes did not meet expectations and identify what
resources, competencies, or support systems may need improvement.
The tone and choice
of words play a critical role in receiving feedback. The individual providing
the feedback should prioritize active listening, showing empathy and concern
for the recipient's feelings. This approach fosters a dialogue rather than a
monologue, ensuring that suggestions are relevant and tailored to the subordinate's
specific circumstances.
Feedback is both an
art and a science. The way we articulate our observations and suggestions must
be done thoughtfully, ensuring that the recipient feels the significance of the
feedback being offered. On one hand, there is an artistic element to crafting
language that resonates emotionally and inspires change. On the other, there is
a scientific aspect that involves understanding psychological principles to
appeal to the intellect and the emotions of the individual receiving the
feedback. Feedback must remain professional, completely sidestepping any
personal attacks or grievances.
To enhance your
skills in giving and receiving feedback, it's important to reflect upon your
own experiences in these roles regularly. Consider how you felt when receiving
feedback from others: Did it motivate or discourage you? Similarly, examine how
you deliver feedback to others. Are you constructive, supportive, and clear?
This self-evaluation will help you fine-tune your approach over time.
Lastly, it is
crucial to recognise that receiving feedback is often one of the first triggers
for an employee to consider leaving an organization. When feedback is perceived
as punitive rather than constructive, it can lead to increased turnover. Thus,
feedback should not simply be a ritualistic review process or a means of
fault-finding; it should serve as a critical retention tool, encouraging continuous
improvement, support, and engagement within the workplace.
M.L. Narendra Kumar
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