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Have you ever wondered what impression you have on your employees after a feedback secession?

Most people don’t like giving and receiving feedback. Likewise, you being a manager may not be very comfortable doing the same thinking it is negative. But to be logical, feedback is merely information about the impact of behavior or action. Any information from giving or receiving a feedback is not negative. Solving the problem can provide a tremendous positive solution for all. There are two ways of feedback- positive and negative. While Positive feedback is readily accepted, negative feedback often meets resistance. Why is it so? People always wish to hear the good things and block out the bad. Does that mean to you should avoid giving negative feedback? No! What it means is that you need to be aware of potential resistance and learn to use negative feedback in situations in which it’s most likely to be accepted. Research indicates that negative feedback is most likely to be accepted when it comes from a credible source or if it's objective in form. Negative feedback that's subjective can be a meaningful tool for experienced managers.

A manager need to know how, when and where to deliver constructive feedback. Feedback should not be given primarily to "dump" or "unload" on another person. If there is something negative to say, make sure it's directed toward the recipient's goals. Your feedback should be concise and complete enough that the recipient clearly and fully understands what you mean to convey.