Differences between Good and Bad Feedback Practices
In providing feedback, the approach used can either be good or bad depending on the nature of outcome it has on an individual. Giving feedback is a process that requires intense practice because it is a sensitive initiative that can either make or break an employee or any other person undergoing an appraisal or assessment. Certo (2018) asserted that one of the factors used in assessing good and bad feedback practices is the language used. Good practices involve using constructive language and also emphasizes on opinions rather than conclusive statements. Bad practices on the contrary focus more on giving matter-of-fact phrases that could be sensitive or irritating to the employee. Secondly, a good feedback practice is determined by the presence of a conversation where both the employee and the assessor air their issues regarding several factors. However, a bad feedback practice involves a one-way conversation with the supervisor who dominates the discussion and gives the employee little time to give their views.
One of the factors that every manager or supervisor must take into consideration is the fact that receiving feedback potentially puts an employee in a vulnerable situation. As such, a good feedback practice requires that the assessor maintains a high level of humility which will foster a positive relationship and thus ensure that the employee is listening better. Bad practices would include some certain level of arrogance that might further deteriorate the already vulnerable position of the employee. According to Certo (2018), the conversation leading up to the feedback must lead with intent. It must show why the feedback is taking place by using phrases such as “the reason I am telling you this…” A bad feedback practice involves a conversation that emanates from nowhere and thus does not show or explain where the feedback is coming from. Lastly, whereas good feedback practices only focus on the behavior that requires improvement; bad feedback mechanism tends to cross the barrier and might seem to attack the personality of an individual.
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Impact of Good and Negative Feedback Practices
An essential aspect of any assessment is the provision of appropriate and timely feedback that helps the employees identify their performance, weaknesses, and areas where they potentially need improvements. Feedbacks are also essential because they ensure that specific standards and criteria are met and also function to communicate business objectives. A good feedback practice is that which correlates mostly with perceived overall effectiveness and is thought to have certain vital characteristics such as encouraging, developmental, and fair. On the other hand, a bad feedback practice s involves pointing out what an individual is poorly doing and telling them how to manage it. It also involves calling out a person's attitudes noting that some of their behaviors and habits are problematic. Aguinis, Gottfredson, and Joo (2012) indicated that good feedback practices are based on the principle that if you tell a person that they are performing well, the individual will most likely replicate the behavior.
An essential attribute of the good feedback practice is that it encourages and is improvement-oriented. It further creates trust and cooperation in an organization between the workers and their supervisors. On the contrary, bad feedback majorly demotivates and focuses on negative aspects such as blame. It is also built on the premise of confrontation and defensiveness and therefore only serves to create conflict. A good feedback mechanism is primarily lauded because it is solution-oriented and works to improve the skills of an individual. On the hand, the bad feedback practices are problem-oriented and do little in developing the skills of an individual. With regards to the outcome, good feedback increases the ability, confidence, and potential of an individual. On the contrary, bad feedback majorly undermines not only the confidence but also the self-esteem of an individual. Good feedback clarifies the position and clearly illustrates what is required of a person while bad feedback leaves the individual feeling judged and uninspired.
References
Aguinis, H., Gottfredson, R. K., & Joo, H. (2012). Delivering effective performance feedback: The strengths-based approach. Business Horizons , 55 (2), 105-111.
Certo, S. C. (2018). Supervision: Concepts and skill-building . McGraw-Hill Education.
