If someone asks you for feedback, what do you do?
I have seen many people who are just unable to give appropriate feedback. Giving pointed feedback actually helps the candidate identify the roots of an issue.
Inadequate feedback is probably the most unprofessional practice an industry can have. Most people try to give examples to support it. In other words, improperly structured feedback can make the PA system kaput!
How do you ensure appropriate feedback is given in your organization?
Am just curious about how Indian experiences have been... and what degree of innovation or adaptation we have in our HR practices.
From United States, Daphne
50I have seen many people who are just unable to give appropriate feedback. Giving pointed feedback actually helps the candidate identify the roots of an issue.
Inadequate feedback is probably the most unprofessional practice an industry can have. Most people try to give examples to support it. In other words, improperly structured feedback can make the PA system kaput!
How do you ensure appropriate feedback is given in your organization?
Am just curious about how Indian experiences have been... and what degree of innovation or adaptation we have in our HR practices.
From United States, Daphne
Hi Nikhil,
This has been a favorite topic of mine since my days at IIM, managing feedback can be this much difficult as well as interesting i never knew till then. Thank you for starting this thread. Here goes my experiences:
Giving feedback to employees have always been a challenging task for me, ans yes rightly said inadequate or inappropriately crafted feedback can ruin the PMS.
Giving feedback in a proper manner comes with lot of practice and new techniques are to be used to accommodate feedback for different behaviors. Special care is to be given that the feedback should always be constructive, no matter how difficult it may sound..saying just negatives will actually bring down the morale of the employees.
One has to be wary of their perception while giving feedback as it plays the biggest barrier while you are providing your inputs on their performance.
We have used ROLE PLAYS and REAL LIFE CASES as a tool to bestow our employees with constructive feedback and both the techniques worked very well without harming the motivation of employees. In fact these tools can be used for giving feedback to Senior Management also.
regards,
Archna
From India, Delhi
This has been a favorite topic of mine since my days at IIM, managing feedback can be this much difficult as well as interesting i never knew till then. Thank you for starting this thread. Here goes my experiences:
Giving feedback to employees have always been a challenging task for me, ans yes rightly said inadequate or inappropriately crafted feedback can ruin the PMS.
Giving feedback in a proper manner comes with lot of practice and new techniques are to be used to accommodate feedback for different behaviors. Special care is to be given that the feedback should always be constructive, no matter how difficult it may sound..saying just negatives will actually bring down the morale of the employees.
One has to be wary of their perception while giving feedback as it plays the biggest barrier while you are providing your inputs on their performance.
We have used ROLE PLAYS and REAL LIFE CASES as a tool to bestow our employees with constructive feedback and both the techniques worked very well without harming the motivation of employees. In fact these tools can be used for giving feedback to Senior Management also.
regards,
Archna
From India, Delhi
Thanks Archana, you are giving indirect feedback through role plays and real life cases in your exercises. That is interesting and innovative...
Let me share an example. One of our forum members once told me that some of the words I used triggered a sharp reaction... I asked him for specific feedback as to 'which words?' 'what response?' and 'why'... I didn't receive a meaningful answer... So, it seemed a much ado about nothing! But then, it probably wasn't the case... :-)
I also recall Simhan's review of the project report... It was a fairly detailed one. In fact, it reminded me of my IIT days where project reports and publications came back with line-by-line reviews... Even in Germany and the US, I used to give and receive very very detailed reviews with a concrete plan of action. The US was less detailed when it came to the reviews due to litigation risks, though!
Any other inputs on how these things are given?
From United States, Daphne
Let me share an example. One of our forum members once told me that some of the words I used triggered a sharp reaction... I asked him for specific feedback as to 'which words?' 'what response?' and 'why'... I didn't receive a meaningful answer... So, it seemed a much ado about nothing! But then, it probably wasn't the case... :-)
I also recall Simhan's review of the project report... It was a fairly detailed one. In fact, it reminded me of my IIT days where project reports and publications came back with line-by-line reviews... Even in Germany and the US, I used to give and receive very very detailed reviews with a concrete plan of action. The US was less detailed when it came to the reviews due to litigation risks, though!
Any other inputs on how these things are given?
From United States, Daphne
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.