Feedback is the act of commenting on an observed behavior in a positive and constructive way. This action serves as a mirror for the recipient, enabling them to recognize the results of their behavior, evaluate it, and make improvements. When delivered effectively, feedback increases employee engagement in the organization.
We all want to know how we are coming across. Therefore, feedback is a way to nurture commitment and motivate people in their work and lives.
In an organization, the primary purpose of feedback is to help employees improve work performance and develop their capabilities. Therefore, feedback is an essential part of employees’ daily interactions. Reduce conflict within the organization.
Within an organization, feedback should be given when employees:
– Complete their work exceptionally well.
– Are having difficulty completing their work.
– Respond positively or negatively to others.
– Propose a strategy or policy that supports development at work.
The impact of feedback on personal development and employee engagement.
– Thoughtful and appropriate feedback helps employees improve work performance, motivates learning, enhances skills, develops new skills, encourages the pursuit of higher goals, and helps correct personal shortcomings.
– Employee training is more effective when employees are encouraged to contribute their opinions.
There are two types of feedback we need to pay attention to:
– Positive feedback: offers praise and encouragement, helping employees build the confidence and motivation to complete their work and develop professionally.
– Constructive feedback (more difficult than positive feedback). Offer input tactfully, without making employees feel hurt or inferior.
Feedback skills:
- Apply the persuasion formula: Logos (logic) + Pathos (emotion) + Ethos (trust).
- Do not personalize it—but provide real evidence.
Example For example, instead of saying “you have…,” use “I have noticed…” to give employees an opportunity to contribute their opinions.
Providing specific figures and data makes feedback more persuasive. At the same time, it prevents the listener from focusing on the person and keeps attention on what is happening, reducing blame.
- Show care and respect for the other person through body language, attitude, and tone of voice.
- Do not include personal evaluations or judgments in the assessment.
- Do not respond immediately or interrupt the conversation, even when you disagree. Listen fully, remain silent at the right moments, and share your opinion when appropriate.
- Avoid using commanding language, using requests or suggestions instead. Limit the use of the word “must” in conversations.
- Use the OIL feedback formula: Observation; Implication; Listen; Suggestion
- Always say thank you when someone offers feedback, before presenting your own perspective.
Whether the feedback is positive or constructive, interaction between both sides is always necessary. At the same time, sincerity and mutual respect make communication lighter and more pleasant. Employees feel that they contribute to their own development, while individuals within the organization understand, empathize, and connect with one another more effectively.
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