DO YOU KNOW HOW FEEDBACK IS A CRITICAL TOOL TO ENHANCE EMPLOYEE PRODUCTIVITY?

Working hard in the office gets everyone worked up and tends to take a toll. Without a necessary
communication between employers and employees, not only affects the energetic vibe but also harms
the relation betweenthe two, as in a communication, aka FEEDBACK not only builds and strengthens

the relation but also is effective for the organisation. What does feedback do? For one thing, it helps
leaders know how they’re actually doing so they can compare that to how they think they’re doing.
This is particularly important for executives, because there aren’t many people at the top of the org
chart, and executives may lack opportunities to discuss their work with others.People who report directly to a leader may be reluctant to give open, honest feedback due to the power imbalance between them. Not all feedback has to be positive, but in order to be constructive, positive or negative feedback should contain some key ingredients: It should reinforce the feedback recipient’s value and how respected he or she is. It should involve active listening that builds trust and improves communication. It should involve asking the person being coached his or her opinion on solving a problem. It should be honest and explain the rationale behind the feedback. It should be supportive, without relieving the feedback recipient of responsibility.
A business feedback session should involve asking a number of questions.

 

These questions can help a person clarify issues, confront surprises, and develop a clearer plan for improvement. The executive coach is brought in to identify strengths and weaknesses, increase an executive’s effectiveness, broaden his or her thinking, set goals, and develop a plan of action to meet them. This requires the executive to know how to build a professional relationship based on honesty. Executive should also be ready to help the client identify skills gaps and differentiate between current and desired
performance. An executive that asks well-formed, open-ended questions and then really listens to the
answers helps the client identify possible solutions. Ultimately, executive coaching should be
supportive and encouraging and should drive specific personal and business results.
Business coaching isn’t a “once and done” scenario, but requires both coach and client to look
forward, be flexible, honestly identify opportunities for improvement, and develop specific plans for
making them. Being the best business coach you can be requires commitment to continual learning
and improvement.