The Value of Feedback

value_of_feedback
[Guest post by Reese Jones of Techiedoodlers]

Feedback can strike fear into the hearts of bosses and employees, because for the most part they believe that this entails bringing negativity out into the open.

Admittedly, this can happen, but only if this mechanism was not used effectively. When put to proper use, however, this can serve as a springboard that can trigger growth in any organization.

This article takes a look at several reasons why feedback is important in a professional setting.

Feedback leads to better performance

Have you ever wondered why customers are asked to fill in a survey form about their dining experience after eating in a restaurant? This is to provide the management the information that it needs to improve their services. Did the customers find the soup too salty? Was the floor dirty where they were? Was the service crew prompt in attending to their needs? The management will only be aware of what they need to improve on if they receive feedback from their customers. Without this, they may think that everything is working fine, only to be surprised by the gradual decline of their business and customer base. WiseStep suggests without feedback, a person or a company moves forward blindly, not knowing if they are moving in the right direction.

Feedback encourages people to innovate

In relation to the previous point, providing feedback can also be a catalyst for innovation in an organization. This is because swapping ideas and making recommendations on how to further improve the systems and processes within the company can trigger developments that can move the company forward. Karen Naumann asked in an article on Huffington Post: “How else could a company move forward and be innovative, if its leaders and employees stay at the same point?”

Feedback encourages transparency

The reason why many people fear feedback is because they are afraid that it can lead to finger-pointing. However, this shouldn’t be the case, although it is important that team members need to analyze what went wrong if a problem emerges. This is done not to foist blame on who the people perceive is at fault, but rather so that they all can avoid making the same mistakes in the future. Burying collective heads in the sand will not accomplish anything other than setting up the whole team for yet another failure. Menlo Coaching states leaders have the responsibility to bring to the surface experiences both good and bad so that the team will know what to do should the same issue arise again.

Feedback helps motivate people

According to an article on the Engineers Journal, proper feedback is closely linked with employer satisfaction and productivity. This is because it tightens the links between leaders and their staff. The former become more aware of the tasks they have given to their subordinates, while the latter get clear instructions on how to do their tasks. Furthermore, positive feedback can encourage them to further improve how they perform their tasks.

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