{"id":24802,"date":"2021-07-08T08:52:30","date_gmt":"2021-07-08T08:52:30","guid":{"rendered":"https:\/\/strammer.com\/?p=24802"},"modified":"2021-07-08T08:52:32","modified_gmt":"2021-07-08T08:52:32","slug":"how-quality-feedback-can-improve-performance","status":"publish","type":"post","link":"https:\/\/strammer.com\/es\/how-quality-feedback-can-improve-performance\/","title":{"rendered":"How Quality Feedback Can Improve Performance"},"content":{"rendered":"
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How Quality Feedback Can Improve Performance<\/span><\/h1>
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What am I doing well and successfully? What could I do differently? Is there anything that I should be doing that I am not doing nowadays? What should I improve or work on in the near future? These are questions we should ask ourselves to excel and thrive in our work! And what a more effective way<\/strong> to seek answers to these questions than soliciting feedback from co-workers and managers.<\/strong><\/p>\n

There is a positive correlation<\/strong> between receiving feedback and progressing personally and professionally when comments are constructive and honest. According to LinkedIn, managers who received feedback on their work showed 8.9% greater profitability<\/strong> relative to managers that received no feedback on their efforts. This demonstrates the impact on performance and profitability<\/strong> as the goal is to find areas in which someone can grow and develop further.<\/p>\n

Indeed, the purpose of feedback is to improve positive work behaviours<\/strong> that develop better performance<\/strong> and reduce negative work ethics<\/strong>. Giving advice has both an instructional and motivational function in the workplace as it clarifies roles and enhances employee engagement and satisfaction. Often, employees have \u201cblind spots\u201d which are areas for development. Once these spots have been identified and understood, employees can work further and perform better in future tasks<\/strong>. Nowadays, with remote work, it has risen in importance for leaders to enhance communication and behavioural practices between employees to maintain a positive and healthy corporate culture<\/strong>.<\/p>\n

To foster the implementation<\/strong> of giving your opinion regularly, managers should focus on developing a feedback corporate culture<\/a>. <\/strong>Leaders should also ask for advice, to encourage teams to act similarly. This can be done through setting rituals such as weekly or monthly meetings to discuss constructive positive and negative comments that co-workers have on each other\u2019s work. Setting this culture will enhance the trust, relationship, and communication<\/strong> between employees. It is favourable both for the employees and the team, as according to a study, 69% of employees say they would work harder if they felt their efforts were being better recognized. This demonstrates an increase in engagement<\/strong> for co-workers when they have an active relationship<\/strong> with their managers.<\/p>\n

To facilitate the process of giving and receiving feedback, it is helpful to get advice from different colleagues<\/strong> and not only close co-workers in the team. An exterior perspective or opinion will always be beneficial. Similarly, the earlier the feedback is given, the easier it is to incorporate in the work.<\/p>\n

Therefore, there are ways for companies to foster a culture that revolves around communication<\/strong> between employees and managers. Overall, giving and receiving feedback has a positive impact on the performance of employees and organizations.<\/p>\n

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References:<\/u><\/p>\n

    \n
  1. How Leaders Can Help Nurture a Culture of Feedback, April 2021, Forbes<\/a>.<\/li>\n
  2. Feedback Practices for Employees Working Remotely, April 2020, Forbes<\/a>.<\/li>\n
  3. 5 Employee Feedback Stats That You Need to See, February 2016, Business LinkedIn<\/a>.<\/li>\n
  4. Good and Bad Examples of Feedback, September 2019, The Balance Careers<\/a><\/li>\n<\/ol>","protected":false},"excerpt":{"rendered":"

    What am I doing well and successfully? What could I do differently? Is there anything that I should be doing that I am not doing nowadays? What should I improve or work on in the near future? These are questions we should ask ourselves to excel and thrive in our work! And what a more […]<\/p>\n","protected":false},"author":7,"featured_media":24803,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_editorskit_title_hidden":false,"_editorskit_reading_time":0,"_editorskit_is_block_options_detached":false,"_editorskit_block_options_position":"{}","myguten_meta_block_field":"","footnotes":""},"categories":[98],"tags":[],"class_list":["post-24802","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-news"],"acf":[],"_links":{"self":[{"href":"https:\/\/strammer.com\/es\/wp-json\/wp\/v2\/posts\/24802","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/strammer.com\/es\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/strammer.com\/es\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/strammer.com\/es\/wp-json\/wp\/v2\/users\/7"}],"replies":[{"embeddable":true,"href":"https:\/\/strammer.com\/es\/wp-json\/wp\/v2\/comments?post=24802"}],"version-history":[{"count":3,"href":"https:\/\/strammer.com\/es\/wp-json\/wp\/v2\/posts\/24802\/revisions"}],"predecessor-version":[{"id":24909,"href":"https:\/\/strammer.com\/es\/wp-json\/wp\/v2\/posts\/24802\/revisions\/24909"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/strammer.com\/es\/wp-json\/wp\/v2\/media\/24803"}],"wp:attachment":[{"href":"https:\/\/strammer.com\/es\/wp-json\/wp\/v2\/media?parent=24802"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/strammer.com\/es\/wp-json\/wp\/v2\/categories?post=24802"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/strammer.com\/es\/wp-json\/wp\/v2\/tags?post=24802"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}