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 relationship between the two, as in communication, aka FEEDBACK, not only builds and strengthens the relationship 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.
