GET something back from feedback
A child appreciating her mother
Almost all of us like others praising us; on the other hand, many of
us do not like somebody criticising us or giving negative feedback on
something we have done. Even kids feel very happy if we praise them.
Parents are advised to appreciate their children after a good work that
they have done. It is a morale booster. It is natural that all human
beings like praising. But in reality, we do not find appraisals all the
time. In a nutshell, we need feedbacks on our work, our behaviour, and
our attitudes to develop ourselves. To build up a good personality and
character feedback is essential. Accepting honest feedback is our duty.
Acting upon those feedbacks are our responsibility.
Feedback can be seen in two formats. They are Positive feedback and
Negative feedback. Both are pretty much important for the development of
Appreciation (goes as positive feedback) upon a good work is
something what we normally expect and constructive criticisms on our
mistakes are indeed essential to build up our careers. On the other
hand, direct criticisms on something bad we have done (goes as negative
feedback), are also important to emphasise that is a “should not do
again” type of act. Parents should give direct feedback to their kids.
Whether it is positive or negative children should be aware of the fact
that their good work is highly appreciated while their bad work is
highly criticised in a civilised way! Not only parents, but also
teachers, partners, employers, in fact all of us who are involved in
various types of relationships (civil and business) should have a
mindset of accepting feedback and giving feedback. Otherwise daily work
that we do seem to be ill-treated! It is good if you practice the habit
of requesting feedback on something you did from an observer who is in
the form of your spouse, parents, teachers, colleagues, lovers and so
on. It will help you to identify the nature of what you have done;
whether you have done something pleasant or unpleasant.
Positive and Negative in two formats
As far as my opinion is concerned, “Positive” and “Negative” feedback
can be seen in two forms each. If I further explain, one can give you
positive feedback honestly, upon a good work that you have done. So it
is one form of positive feedback. Another can give you positive feedback
upon a bad act of yours, but he or she wants you to continue that bad
habit or work. So, in that sense the particular person who gives
feedback, is not honest; he or she is not genuine!
Parents appreciating their child
On the other hand, if we consider negative feedback, one can give you
true negative feedback to improve yourself. They can be regarded as
constructive criticisms. We all need constructive criticisms as we all
are not 100% perfect. So it is one form of negative feedback. The other
form is, giving negative feedback upon a truly good work that you have
done. It is not genuine. The person who gives that feedback is not
honest and he or she is not fond of seeing you doing the same type of
good work again.
Thus, it is clearly obvious that we need to identify the attire of
feedbacks that we receive. We need to think deeply and take them for
granted! It is important to note the nature of the person who gives
feedback. After analysing them we can decide whether we need to continue
the particular work or behaviour or else correct them.
Feedback can pivot around, Outcomes or Consequences of your behaviour/action/work,
Feelings of the observers and finally your Comments and Suggestions
towards them. It is so important that you spinout and emphasise these
three factors when you give feedback. If there is room for improvement
then these three factors will be highly important!
A general manager giving feedback to her employees
Most of us receive formal feedback on our daily work at our work
places. Your immediate responsible (manager) and/ or your senior
responsible (group/general manager, CEO) give feedback on your work/ how
you have performed/ how you contributed towards the growth of the
company/institution. They come in the form of annual reviews or six
months reviews. This scenario is pretty much the same for almost all the
private companies. In my opinion it is so important for both the parties
(employee and employer) to receive/give feedback. Management should give
honest feedback towards their subordinates and at the same time the
employees (team members) should accept the feedback (may be come to
conclusions after discussions with the management) and try to build up
on them! It is very important that both parties are humble and honest!
And more importantly, the management must be in a position to accept any
true feedback that an employee gives and act upon that! Thus many of us
experience a proper mechanism of receiving and giving feedback at our
occupation (especially in private companies) which is pretty essential.
But it is so good that if we practice the same at the government
institutes as well because it will surely boost performance and it will
improve the personality of employees. When we think of cost-effective
work and productivity of employees of the government sector, there
should be a proper mechanism of giving feedback and accepting them.
Do we have a habit of giving feedback at home? Do you asses the
behaviour of your spouse/children in a way that you can give proper
feedback? Do you think that we can improve our living standards if we
practice giving feedback on our daily work at home? I think so! Tell
your husband or wife or children to give you feedback on your behaviour,
thinking pattern, attitudes and work. And tell them that you also will
give honest feedback.
It is so nice that we behave in a way that others like us to behave
and more importantly you should be keen on that behaviour.
I think that mentality and environment can be created if we have a
proper mechanism for giving feedback at each other!
Think about this and act soon!