The benefits of honest feedback

Feedback has long been considered one of the most powerful motivational tools, helping to push recipients towards achieving more and improving performance in the workplace.

“Opening our minds to observations made by others can also assist us in self-reflection, altering our perspective of a situation, and thereby enhancing our capacity to change, grow and develop.”

Ruth Blenkiron, Director of Human Resources, the University of South Australia

Despite this, businesses fail to understand the importance of managerial feedback – that is, feedback given by workers.

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Why drive employee engagement?

Employee engagement across a workforce can often seem like an unattainable objective, but it’s one that businesses need to consider in order to stay productive and keep employees motivated.

Staff who aren’t engaged often waste time, resources and effort as they’re not concerned with the wellbeing of the company. It is the engaged staff who are more willing to fix problems, and address concerns raised by managers and help fellow employees.

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Take care when giving negative feedback

There is a long-held belief in the management world that negative performance feedback – ‘constructive criticism’, for want of a better term – can help employees correct their flaws and improve their output at work. After all, won’t pointing out what someone is doing wrong help them to identify their shortcomings and make steps toward improvement?

A recent study based in the US strongly suggests that this is far from the case, and even if they are conducted with the best of intentions, performance reviews that highlight the negatives can be incredibly damaging. The research, led by Kansas State University’s Satoris Culbertson, shows a critical assessment of job performance can harm employees at any level.

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