Feedback reception and utilization are vital in building a productive workforce. The business management world is continually evolving, leading to the need for more effective methods of giving feedback. Effective employee feedback to the supervisor helps in assessing the strengths and weaknesses. This assessment is essential in the planning of the team or the organization as a whole. Supervisor feedback to the employees helps in the improvement of the employees’ performance and attainment of goals. Proper communication of feedback contributes massively to the attitude and motivation of an employee. There are different approaches to performance feedback, and their effectiveness depends on the specific purpose it intends to accomplish.
There are different approaches to giving feedback, including the trait-based approach, performance-based approach, strength-based approach, and weaknesses-based approach. The trait-based approach of giving feedback provides employee information on how their personality contributes to the organization. The performance-based approach focusses on how an employee has contributed to the attainment of organizational or departmental targets. The strength-based approach concentrates on providing the employee information on his strengths, whereas a weaknesses-based approach focuses on an employee’s shortcomings (Aguinis, 2012).
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The effectiveness of the various types of feedback approach methods depends on the impact on an employee’s attitude and motivation. The weakness-based approach is likely to lower the self-esteem of the employee. The performance and strength-based approach methods are effective because they promote the development of an employee and focus on the future. The performance-based approach is increasingly useful as it goes beyond praise or condemnation, to set targets and also advance skills.
In conclusion, to ensure effective feedback between a supervisor and an employee, the approach should focus on development rather than pointing out mistakes. To build an employee’s motivational and confidence in themselves is crucial in giving feedback. Effective feedback promotes individual and organizational development.
Reference
Aguinis, H., Gottfredson, R. K., & Joo, H. (2012). Delivering effective performance feedback: The strengths-based approach. Business Horizons , 55 (2), 105-111.
