Feedback Model

Before buying anything we all look for feedback through all channels. The importance of feedback can never be underestimated, some we get warranted & some unwarranted. In fact to break it thin the postings which we get on our social network also roofs under the same. The right or the wrong words can always cause a stir. At the same time acknowledging the fact that all cannot be artful with their words. The ones caught at the wrong side end up always facing burnt.

The focus not being social network, but the corporate world. The HR has its planned feedback forum in place, to meet the appraisal targets in time. But did you realize off & on, knowingly or unknowingly on daily basis how much feedback you end up giving? All your check points & discussions ends up under that. We are again standing at the same point, play of words. Do you put it in the right way? When I say right way, not questioning your wisdom tooth, but the way you convey it. One is you can make it sound like a Win-Lose, the other in-spite of correcting make it sound like Win-Win. Believe me finally you will be more a winner, as you win the person forever with you.

The Newtonian principle that every action produces an equal and opposite reaction. Every time we think or do something, we create a cause, which in time will bear its corresponding effects. In plain words his theory of “Cause & Effect” has lot of significance which we fail to acknowledge through. How do we say it? Instead of pointing out the bug point blank on the person. Show the effect caused by the error due to his misstep, hence the person can relate & understand. Furthermore add the repercussions on How it affected & molded others along too.

When giving feedback to individuals or groups, an interactive approach is deemed to be most helpful. This helps to develop a dialogue between the learner and the person giving feedback and builds on the learners’ own self-assessment, it is collaborative and helps learners take responsibility for their own learning.

To provide developmental feedback, describe an alternative action – something the person could have done differently – and the result that the alternative action might have produced. Focus on facts, not the person. Choose positively phrased statements, such as "Forgetting to do that caused a delay," rather than saying "You're completely disorganized." Share your thoughts by remembering to seek the other person's ideas. Provide your employee with the necessary support in terms of time, resources or coaching to act on your feedback.

“We all need people who can give us feedback, that’s how we improve”…Bill Gates