Feed Back Importance in Business: – We all need to know where we are going and going the right way or not. No one can advance in the thick fog without guide or landmarks. At best, we will reach our goal in a totally fortuitous way, at worst we wander, walking desperately in the dark without ever reaching our goal.
Because of the role that has been devolved to him, the manager must direct his men. It must indicate to them a direction that will enable them to achieve the objectives set. It must also make sense of the various missions involved. This requires a management and a global vision, but also daily, which results in an approach that is called “feedback”. Below this post is all about the feedback importance for business. Keep it up the reading.
Feedback Importance for Business
As part of a management by performance, the manager will have to establish such a protocol with each of its employees. This element will need to be accompanied by clear performance goals for increased efficiency.
In concrete terms, this Anglicism designates a follow-up, a regular point between the manager and each of his collaborators regarding the efforts made or the behaviors to be modified. This feedback is part of a global approach to communication. It helps to defuse any obstacles from the start, without waiting for it to degenerate in any way, causing not only resentment, anger or bitterness among the protagonists, but can also have disastrous consequences for the team, or even the future. But be careful never to react hot – unless the situation is serious and puts anyone in danger.
The feedback can take a positive or negative aspect. The human will tend to see what is wrong rather than what rolls. In its defense, it is a characteristic intrinsic to its nature … However, for management to be effective, the manager must recognize and verbalize – and therefore congratulate or encourage – behavior when they must be. This allows its employees to know that they are doing well and thus continue their momentum, while maintaining their motivation. In addition, it has the advantage of creating a climate of trust and respect between the manager and his staff.
When the feedback turns out to be negative, it allows the defaulter to become aware of his inappropriate behavior and rectify the situation.
The Ingredients for Good Feedback
For return to be effective and perceived as an integral part of the daily working environment of its employees, it must be presented upstream as a means of communication and a tool for measuring and monitoring performance. Nobody should be surprised by a feedback interview that would fall from who knows where, especially if it must have a negative character.
Once the concept is presented, and to ensure the effectiveness of this return, several concepts must be taken into account. First of all, the moment, the place and the shape of this must be opportune. Unthinkable to give feedback between two doors, to launch his remark loudly in front of several collaborators or at a distance insufficient of indiscreet ears!
On the other hand, your interlocutor must be ready to hear what you are going to tell him. It must be available and you must make sure. No need to make a comment to someone who is not listening! Then, do not wait for things to fester and keep in mind that sooner the behavioral discrepancies will be corrected, the better it will be for everyone, including the offending collaborator.
The tone employed must be neutral and free from any emotional charge or feeling or judgment whatsoever. The goal is not to judge, but to guide. Just as the words will have to be posed and adapted to the personality and the position of each one.
Action, Reaction, Congratulation / Correction
The feedback interview should not drag on in time. It is not a question here of philosophizing about why and how. It must not be timed either. The collaborator must not feel rushed and not entitled to speak.
During this interview, only specific and concise facts will be discussed. No judgment shall be brought. The best method is to describe the behavior that has been observed as being positive or negative, then to present the consequences that the latter has induced and finally to congratulate or determine (together) the corrections to make. This is a constructive approach. Any injunction or negative opinion about the person himself is to be banned!
When the employee is congratulated, he may be a little surprised if he has never known this kind of management, but will nevertheless be grateful and all the more open to any less positive feedback he may be confronted with.
Individual and Collective Positive spin-offs
This approach is based on the long term. It is obvious that the individual cannot change his behavior with a snap of his fingers and sometimes takes time to hear and correct the shot. We must therefore arm ourselves with certain patience when we decide to set up such a style of management. The direct consequence of these feedback is not only increased individual performance, but also overall success – of the team as an entity and the company – energized.