Feedback a superb tool for individual and company growth

Positive and negative feedback


It truly is somewhat unfortunate and sad that almost all individuals find that it’s much easier to focus on the negative as opposed to the positive when it comes to providing feedback. Positive and negative feedback generally is a highly effective tool both socially and within the work environment to stimulate growth.

To examine this phenomenon, whether it be in the work place or with friends standing around the BBQ, listen and pay attention to the positive and negative feedback or comments when talking about an individual. The vast majority of time you can expect to hear or discuss negative things. How about when individuals do something right, what about when employees perform extraordinarily well? More often than not, we overlook and end up forgetting to provide positive feedback or simply acknowledgement for a job well done.

Never forget or underestimate the effectiveness of positive feedback or encouragement. Feedback can be quite a powerful tool to motivate both employees and fellow workers. It not only helps to make individuals feel good but additionally it motivates and encourages individuals or groups to perform far better and more effectively. Feedback , positive and negative, provided correctly can stimulate and promote growth.

The following are a number of suggestions how you can make use of feedback within your own organization more effectively:

  • There’s no time like the present. As time passes, feedback, regardless of whether it is positive or negative, will lose its significance and impact the longer it takes to be given. Provide feedback at the earliest opportunity after the specific event occurs.
  • Public vs. private feedback. There is a time and place to provide feedback. Negative feedback, generally in most situations, really should be given in private while positive feedback ought to be in public.
  • Take into account the receiver. When providing feedback you should consider the individual or group along with the manner of providing this feedback will need to suit the receiver. For instance, positive feedback directed at your workforce would lose it value and impact if given during end of holidays when a large number of employees are on vacation.
  • Celebrate feedback, positive or negative, big or small. The vast majority of individuals appreciate it if their boss takes notice of the small things. Having said that, take care not to overdo it when praising people for doing their job and what is expected of them.
  • Provide feedback in instances whereby individuals or employees have control and an opportunity to change. In the event you provide feedback associated with something an individual or group of people have no control of or do anything about, then it can come across as being negative.
  • Be specific and sincere. Avoid providing feedback in general terms. Be precise and explain precisely why and reasons to providing the feedback. If positive this will likely encourage the person or group to continue in their ways, while if negative, to ensure that the individual or group can transform their ways and prevent further mistakes. Always remember the phrase that we learn from mistakes.
  • Continuous reinforcement . Positive feedback and rewards can be easily overlooked and ignored. Make it a habit and a daily part of the work ethics and create a formal recognition and reward system so that individuals and groups have something to aspire to and work towards. By way of example, if employees reach a specific sales goal reward them with a sponsored weekend getaway.
  • Provide feedback in the appropriate manner. Small successes need to be rewarded with smaller rewards while significant achievements should truly be celebrated on a bigger scale. Feedback given in the incorrect manner will lose its value if not provided appropriately.

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