13. Outline the importance of giving feedback.

13.  Outline the importance of giving feedback.

Monitoring and measuring performance in itself is not enough if we want to improve performance.  There is an important element of coaching, counselling and support that is needed so that performance is improved and behaviour are modified.   This involves essentially the aspect of feedback that Managers and Supervisors must continually give to their employees.

Feedback can be of 2 types:

·         Positive feedback in the case of good performance /attitude and

·         Feedback for improvement when performance and attitude are not up to standards. 

Feedback must be given immediately when the event or observed behaviour is still actual, otherwise it will be “du rechauffé”.

Managers must practice both type of feedback otherwise if there is only feedback for improvement, this may create frustration and de-motivation as the employee may think that his manager is subjective and never sees the good actions taken.

Too much positive feedback may lead employee to think that this is false flattery and Manager is not honest but only trying to fool him.

Giving feedback is important but it must be balanced specific feedback.

Sometimes Managers find it difficult to give feedback for improvement.  This is because the feedback is not specific enough.  It is usually a broad statement saying ‘good job’ or ‘bad job’ without relating to the action or attitude that is being assessed

One needs feedback to improve, and the manager must act like the sports coach.  He must observe his employees and:

•         Tell them what to do

•         Show them how to do

•         Let them try

•         Monitor performance

•         Give feedback

•         Catch them doing things right

Giving feedback will show the employee that the manager is concerned by and attentive to what he is doing.  The key during feedback sessions is to tilt the conversation towards the positive.