What exactly is feedback? We hear the term all the time, but do we truly know what it is and why it is so important? Show
Feedback defined Feedback occurs when an environment reacts to an action or behavior. For example, ‘customer feedback’ is the buyers’ reaction to a company’s products, services, or policies; and ’employee performance feedback’ is the employees’ reaction to feedback from their manager – the exchange of information involves both performance expected and performance exhibited. Who would dispute the idea that feedback is a good thing? All can benefit from feedback. Both common sense and research make it clear – feedback and opportunities to use that feedback helps to improve and enhance, whether an individual, group, business, business unit, company, or organization – and that information can be used to make better informed decisions. It also allows us to build and maintain communication with others. 5 Reasons Why Feedback is ImportantEffective feedback, both positive and negative, is very helpful. Feedback is valuable information that will be used to make important decisions. Top performing companies are top performing companies because they consistently search for ways to make their best even better. For top performing companies ‘continuous improvement’ is not just a showy catchphrase. It’s a true focus based on feedback from across the entire organization – customers, clients, employees, suppliers, vendors, and stakeholders. Top performing companies are not only good at accepting feedback, they deliberately ask for feedback. And they know that feedback is helpful only when it highlights weaknesses as well as strengths. Effective feedback has benefits for the giver, the receiver, and the wider organization. Here are five reasons why feedback is so important. 1. Feedback is always thereIf you ask someone in your organization when feedback occurs, they will typically mention an employee survey, performance appraisal, or training evaluation. In actuality, feedback is around us all the time. Every time we speak to a person, employee, customer, vendor, etc., we communicate feedback. In actuality, it’s impossible not to give feedback. 2. Feedback is effective listeningWhether the feedback is done verbally or via a feedback survey, the person providing the feedback needs to know they have been understood (or received) and they need to know that their feedback provides some value. When conducting a survey, always explain why respondents’ feedback is important and how their feedback will be used. 3. Feedback can motivateBy asking for feedback, it can actually motivate employees to perform better. Employees like to feel valued and appreciate being asked to provide feedback that can help formulate business decisions. And feedback from client, suppliers, vendors, and stakeholders can be used to motivate to build better working relations 4. Feedback can improve performanceFeedback is often mistaken for criticism. In fact, what is viewed as negative criticism is actually constructive criticism and is the best find of feedback that can help to formulate better decisions to improve and increase performance. 5. Feedback is a tool for continued learningInvest time in asking and learning about how others experience working with your organization. Continued feedback is important across the entire organization in order to remain aligned to goals, create strategies, develop products and services improvements, improve relationships, and much more. Continued learning is the key to improving. Try our free customer satisfaction solution which includes the questionnaire and reports Try it for free Most of us have the basics of training down pat: Identify the behavior we want to change, demonstrate the right and wrong ways to perform the behavior, and ask the trainees to illustrate their new skill. But something almost all trainers struggle with? That next step: effective feedback. Feedback is the bridge between training and implementation. It’s what turns instructions into productive, applicable lessons. Without constructive feedback, training falls flat, because the learners don’t truly understand how to perform the trained actions. A successful trainer not only hosts a training but observes the trainees in action to point out and alleviate the flaws in their implementation. Unfortunately, offering effective feedback isn’t as easy as it sounds. One of the greatest obstacles is your own perspective on feedback. We know there’s discomfort associated with the act of offering feedback – it’s never easy to hear you’re wrong, and it can be even more difficult to say that someone else is wrong – but it’s in that discomfort that your trainees (and you as a trainer) will grow. Don’t shy away from pointing out the tough stuff because you’re afraid of offending or upsetting the student; in order to be constructive, feedback should be straightforward and unembellished, even if it’s hard for the trainee to take (or for you to doll out). The more you practice feedback, the more comfortable you’ll become with it, and the more effective it will become. But adjusting your own perspective on this training tool isn’t the only hurdle you have to overcome when refining your feedback delivery; it’s only the beginning. It’s best to break feedback into three distinct parts: contribution, approach and result. 1. Contribution In order for your trainee to accept your feedback, they first have to understand why it matters. Begin with a discussion of the task at hand, and clearly outline their role in the task and why it’s important. Though it might feel easier, avoid a “compliment sandwich.” Instead, be direct in addressing the task and the current problems. During this conversation, your role is to help the student understand that their contribution is an important element in the effectiveness of the task. I say “discussion,” because that’s exactly what it should be. Though you’re outlining the task and addressing their flaws, you should also be conscious of your learner’s opinions. Ask questions and listen to their perspective, and take their thoughts into consideration. You might experience some resistance or what I call “fogging,” where the student tries to derail the conversation; be direct and keep them on track as you highlight why the feedback you’re giving them matters. 2. Approach Once you’ve identified both the problem at hand and why their contribution to it is important, continue the conversation. Remember that giving feedback isn’t a lecture; it’s a two-way dialogue. As you offer solutions to the flaws in their implementation, they should, too. Eventually, you’ll identify an approach that’s realistic and mutually acceptable. Specificity is key here, too. Don’t cater to their whims, and don’t be afraid to say “no” if their perspective continues to be flawed. The approach you identify and agree on should be specific, tangible, understandable, clear and measurable. 3. Result It’s critical that you not only discuss and decide on the best approach but also on what the end result of that approach will be. Identify and agree on what the best possible outcome is and how the steps you’ve outlined in your approach will help achieve it. As for the result of the feedback itself, it should be twofold. The conversation and feedback, contrary to what you might expect, should improve your relationship. If you offer genuine feedback that matters, help them understand why and outline a realistic approach, there’s no reason for the feedback to be difficult or unsavory for the student. The feedback should also, of course, result in improved performance and a better contribution from the trainee, finally completing the full training/feedback circle. Dan Mann Dan Mann is the president of The Mann Group, a consulting firm that trains B2B and B2C businesses to connect effectively with their customers. He is also an expert in adult behavioral change and the author of “ORBiT: The Art and Science of Influence.” How does feedback help in the learning process?Feedback provides the practitioner and learner with evidence about current knowledge and skill development. Understanding the learner's progress and level of achievement enables the practitioner to make decisions about the next steps to plan in the learning program.
Why is it important to give feedback to trainees learners?Oct 30, 2019. Effective feedback is vital in clinical training. It allows trainees to reflect on their development, trainers to assess progress, and both to identify areas for development.
What can feedback help a trainee accomplish?The Importance of Feedback: 7 Benefits. Feedback keeps everyone on track. ... . Feedback helps your team avoid major mistakes. ... . You form better relationships. ... . Constructive feedback motivates people. ... . Feedback promotes personal and professional growth. ... . Feedback helps to create a friendly work environment.. |
