A basic guide to feedback

When I started my career at TCS I was very fortunate to have a boss who always gave feedback positively. As a fresher at work it encouraged me to learn from my mistakes and at the same time helped me realize the value of feedback. Since then I have worked with many managers and clients and noticed that everyone has a different style of giving feedback. In this article I would like to share what I have learnt through my experiences and what is the method I use to provide feedback.

1. The Sandwich Methodology: In this method we start the feedback stating positives, then state then state the negatives with ways / suggestions, followed again by stating some high points positively. This ensures that the listener goes back with a positive state of mind in turn ensuring rise in productivity. I have seen many managers use this method and even I feel this is the most effective method of providing feedback.
2. The 5 Why method: Here the manager grills the recipient on areas of improvement. During this process the manager feels he/she has communicated the message clearly. But what is missed out is the fact that the manager has not appreciated the recipient for his/her work. This may have a negative impact and may be the cause for the employees steep decline in performance .
3. The cause and effect method: In this methodology the manager states the Do’s and Don’ts which he/she appreciates from the recipient. Here the communication style is very crisp . The manager lacks empathy and is stern in conveying the feedback. This makes the recipient feel neglected about not being praised for their hardwork and achievements. This may also lead to decline in performance and overtime may result in the employee leaving the organization.

According to me feedback must be given at regular intervals and one must not wait for the yearly appraisals to give feedback. Also if the purpose of providing feedback is improvement in work quality, then feedback must be given in a way to boost to the employee morale and make him/her excited about their work. It must not only be qualitative in nature but also quantitative and constructive so that the employee gets a complete perspective and is able to make changes in their work patterns.

Employees on the other hand must always appreciate the feedback they receive. Instead of looking at it as a way that the manager is nit picking, one must look at it as an opportunity to upskill, grow , develop and horne the skills that the manager feels you are lacking in. As employees we must look at our managers as someone who has more experience and is guiding us to reach our fullest potential.