Overall feedback looks good on paper, but the actual process of it is far more complex than we would ever imagine. With different types of management and leadership styles in the workplace, feedback comes in different varieties. Feedback is highly encouraged in the workplace, but one must be mindful of the different backgrounds around, and how to properly develop and implement constructive feedback. I will be reflecting from my own supervisory experience in Charleston Treatment Center as well as reflect from my experience with feedback from my superior at this organization. 39 percent of employees feel underappreciated at work (Fermin, 2014.) Though this number is discouraging to read, I mentioned a lot of different management styles produce different feedback styles. I have worked various jobs since I was 16, and a common theme I recall is the management would only provide feedback when something the employee did was incorrect. I served as the supervisor on the Veterans Committee at Charleston Treatment Center. The purpose of our committee was to work as a medium between our patients in rehabilitation and the VA. Usual tasks would be their verification of treatment paperwork and support meetings throughout the week. I worked on a team of five on this committee. …show more content…
Though this subject did not require annual evaluations, it was an absolute necessity to be consistent in feedback, since the work was incredibly demanding. I general would review over the material for the week, thank them for their hard work, and then emphasize the importance of correctly filling out the proper paperwork. I would even offer to teach them how to properly fill out the forms. Overall, I would say that I used Mistake 7 frequently. I tend to over explain at times to make sure the individual understands everything, but sometimes it can confuse
Levy, he said the most important thing the manager does for him is one-minute praisings. This is where the manager gives the employees clear feedback “in no uncertain terms” about things they have been doing right. Going off what he observed himself, the manager will catch you doing something right and praise you soon after. Then, you will be told exactly what you’ve done correctly so you know to praise yourself when you repeat the action. The key is to help train people to become more independent. It does not take much time to praise someone and let them know that you notice their efforts. By doing this person will feel better about themselves and be more motivated to work to a higher standard. Since they already know what a good performance looks like due to the one-minute goal setting that makes the praisings feel much more personal and
The book gives an insight into leadership to boost the understanding of managers regarding open communication and feedback. The elements explained concerning these processes include: the impact that provider’s and recipient’s characteristics have on the open communication process and the expected outcomes of negative feedback and their effects on leadership (Atwater & Waldman, 2012, pp. 2-9). The book also explains when it is appropriate for managers to engage in open organizational level communication and how to deal with negative feedback from their followers. The book provides communication guidelines to assist managers and other practitioners in boosting their leadership skills (Atwater & Waldman, 2012, pp. 13-45).
Feedback is an excellent tool to provide employees with information and guidance. Feedback consists of two-way communication. Employee feedback provides managers with clues regarding how they are hindering or aiding their subordinates ' work performance. Supervisory feedback should inform, enlighten, and suggest improvements to employees regarding their performance. Feedback increases self-awareness. Proverbs 19:20 states “Hear counsel, receive instruction, and accept correction, that you may be wise in the time to come.” If presented correctly, feedback is not positive or negative. It is just data to make someone aware of the impact of his/her skills and behaviors on
When someone asks “do you mind if I offer you some feedback?”, you immediately think that you did something terribly wrong. You don’t know whether to feel proud or to feel ashamed, or even feel like you’ve been attacked and need to defend yourself as much as possible. Difficulty with accepting criticism is nothing new; in fact, it is more common than you think. We are often criticized after completing anything from simple tasks to the most complex projects we can accomplish. Common examples of what we are criticized for are: work ethic, creative works such as music, television, articles, etc., and for any mistake, small or large, we make during our day-to-day lives. Anybody can give constructive
The positive feedback provided me with things my respondents believe I should continue doing. Some respondents noted that I am confident and motivated. The results also showed that my respondents think I am efficient. Another response was that I adapt to change well. Other words like cheerful, encouraging and fun to be around were some of the positive responses received. Great communication is also something noted that I should continue to do. My responses showed that I am a hard worker. According to the respondents of the survey, I am a good listener and very supportive of others. These responses helped to boost my confidence because they helped me to know that there are things that I am good at and things that I should continue doing. It is also nice to known that people notice little things about you that are positive.
In the workplace feedback is given among employees or from leaders to employees. A performance review is an example of how employers can provide constructive feedback to their employees to help them identify their strengths and weaknesses to assist them to improve and develop the necessary skills to be successful within the organization. For information on how to provide better feedback, please visit: http://www.dummies.com/how-to/content/giving-constructive-feedback.html
2.1 Constructive feedback at work is important, allowing us to understand where we need improvement, helping us work to the best of our ability, and meeting standards in the health care polocies and proceidures. However, when feedback is not posotive, people can react in different ways, showing signs of anger or upset. Some people are willing to receive critisism, taking it well, to aid them with improving their performance.
According to Coker (2015), “feedback is considered essential for motor skill acquisition as it assists in guiding the learner in modifying subsequent movement attempts” (p. 31). I believe this is partially in line with Knowledge of Performance (KP) because KP is about the nature of the movement pattern itself and it does not necessarily tell about success in terms of goal achievement (Schmidt & Lee, 2014).
First type is positive feedback. This type of feedback we all love but too much positive feedback can cause us to become complacent with our work. Receiving this type of feedback is definitely encouraging to a worker and it stands out the most due to the fact of how well it made us feel. The next type is negative feedback, which to us means failure. We do not like how receiving negative feedback feels so we usually do not accept unfavorable information. There is also a tendency for the recipient to try to place blame on another individual, constant explanations as well as only fixing the behavior to avoid it in the future. Doing so may change the individual’s actions but if they have no guidance with it he or she may still not perform at a desired behavior. The last type of feedback is no feedback at all. The article states, that no response feedback at all is detrimental to the employee’s performance in the workplace (Sadri and Seto, 2011). There has to be some type of encouragement or motivation for them. The authors have a good rule to follow with feedback, “Since the purpose of feedback is to motivate and inform, we suggest that the ratio of positive to negative information that an individual receives is very important. Three positives followed by one negative is a good ratio” (Sadri and Seto, 2011, p.
Criticism is something that we all deal with daily and many of us believe that when we give criticism we are expertly doing so but as we receive criticism we tend to believe the other person is degrading us personally. Since criticism is mainly to judge merits and faults of a person or their actions, it is natural for us to feel defensive as we act the way we do based on the knowledge we have and we feel that the criticism questions our knowledge. Many of us may see criticism as such and act defensively towards it but according to an article called Giving and Receiving Criticism the author Sue Hadfield states, “Constructive criticism, however, can be helpful and lead to better working relations.” (Hadfield, 2013) With this in mind we can process that criticism can be used to give feedback to better ones position or knowledge in that which is being criticized. But how do we give criticism while staying in the favor of the criticized and when receiving criticism how do we differentiate between constructive and destructive criticism? Continuing in the article the author presents certain...
This contribute to the assessment because this information can be use to improve and enhance future performance. 6.5 Record the outcomes of assessments to meet the internal and external requirements In my teaching practices, I always record assessments outcomes as it helps me to follow my students progression and at the same time I can monitor learners' achievement. All information concerning their assessments are recorded, I use them to compare each assessments to the other. I can see which assessment was successful and which assessment has not been done properly.
Ben Williams’ currently has the negative feedback style. Some managers use this style to inform employees specifically what they are doing wrong and how to correct it. This can be an effective form of employee feedback if handled properly. Unfortunately, according to Mac McIntire, President of Innovative Management Group (McIntire, 2007):
Performance appraisal are very important to employees because some type of feedback is needed in order for employees to be aware of how well they are performing their job or on the contrarily, to be informed of the areas which they need improvement in. Feedback is one of the most important factors supporting high level of performance. Without performance appraisals or feedback, employees have no way of knowing whether they are doing a good job or whether there are some areas in which they need to improve (F...
Feedback is one form of assessment that teachers think will take long, however, if given orally to the students it allows them to correct what they are misunderstanding or doing wrong. Most teachers feel that feedback is meant to be written down but it is not necessary to do so. Oral feedback as well as written feedback can be very effective and beneficial for a student if done correctly. According to Leahy et al (2005), “To be effective, feedback needs to cause thinking. Grades don 't do that. Scores don 't do that. And comments like “Good job” don 't do that either. What does cause thinking is a comment that addresses what the student needs to do to improve…” (p. 22). I felt that this quote was very fitting to what I did in the classroom while walking around and checking up on the students. Instead of saying “good job” or “looks good,” I found myself watching bits and pieces of several