Effective and Ineffective Feedback

Effective and Ineffective Feedback

Feedback is personalized information based on an evaluation or observation and given to improve one’s potential (Jug, Jiang & Bean, 2019). However, feedback my either be effective or ineffective and have a positive or negative impact on the performer. Below are examples of effective and ineffective feedback, on the same subject, from an employer on an employee’s work.

Effective: You have been continuously submitting your work late, which makes me think that you have not perceived our company’s objectives.

Ineffective: Among all the other employees, you are the only hindrance to achieving our objective through your late submissions.

Effective feedback is appropriate because it is specific. The manager mentions the problem and justifies it with a particular reason. He knows the fact that the employee submits the work late but gives an idea of why he thinks this happens. The reason may be true or false, and the employee is free to either concur or explain other reasons. Secondly, it focuses on behaviour and not personality. The employer gives his feedback relating to the conduct of the employee and does not base on their personality. Behaviour can easily be changed, but if negative feedback focuses on personality, the individual receiving feedback may be discouraged to improve as personality is inborn and cannot be easily changed. Also, the feedback focuses on vital results. The results are the objectives of the company. The employer relates the late submission to the impact it may have on achieving the goals of the company. It provides a reason for the employee to be submitting his work on time.

The second feedback is ineffective because first, its basis is not on facts. Late submission may be a hindrance to success, but at the moment, there is no proof of that. The employer should not base the feedback on the behaviour of other employees but only speak of the specific one at that particular moment. Secondly, the feedback has been given using a judgmental language. As the employer states that the employee is a hindrance to the company’s success, he is judging based on the actions and does not show a willingness to know the reason.

When is feedback necessary?

Feedback aims to reduce discrepancies between current understanding and goals (Hattie & Timperley, 2007). When an individual feels that there is potential for better performance, feedback is essential. After verification of work, giving one’s thoughts on how to improve or just adding some information feedback to help them gain more knowledge is appropriate. It may also be used to correct the wrong done. The correction should provide an alternative method for better performance.

Aim of feedback

The purpose of feedback is to give information, opinion, or observations about work done or communication received. It provides both positive and negative information but in an effective way to serve its purpose.

I prefer giving and receiving feedback as it helps in improvement of performance and informs on where to change, to attain set goals. It also provides more ideas hence increased knowledge for the future. However, knowledge increase is only possible through positive feedback.

References

Hattie, J., & Timperley, H. (2007). The Power of Feedback. Review Of Educational Research, 77(1), 81-112. doi: 10.3102/003465430298487

Jug, R., Jiang, X., & Bean, S. (2019). Giving and Receiving Effective Feedback: A Review Article and How-To Guide. Archives Of Pathology & Laboratory Medicine, 143(2), 244-250. doi: 10.5858/arpa.2018-0058-ra