Giving Feedback

 

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