Feedback and How it Should be Used Effectively
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There are three forms of criticism such as constructive and non-constructive:
? Constructive criticism is a form of critique that establishes an objective geared towards improving performance and/or productivity levels. For example, a monthly evaluation given from an immediate supervisor to a subordinate. Constructive criticism is a careful approach an issue that is meant to be helpful and edifying to the recipient of the critique.
? Subjective criticism is based on an individual's feelings regarding the work performed rather than the actual evidence in support of the action (Encarta, 2005). For example, coworkers discussing another coworkers performance in a negative manner without evidence to prove their claims.
? Objective Criticism is critique primarily based on bias. For example, giving an employee a negative evaluation based on gender specific limitations.
The most important thing to keep in mind when giving constructive criticism is to focus on valid and unbiased feedback. By valid feedback we're talking about feedback that is tangible, credible, and well-founded. By unbiased feedback we're talking about feedback that is free of individual opinion or personal tastes. The theory behind this is that your criticism is focused on concrete feedback instead of personal tastes or opinions because let's face it, everyone has a different opinion on how something should be done. Ultimately you want to give criticism that is going to offer a potential for improvement, and avoid criticism that is geared towards satisfying a personal desire (Carillo, 2008).
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Solution Summary
Constructive feedback should be used as a means to enhance productivity and performance levels. There are three forms of criticism identified in this document.
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Feedback is a form of communication that enables a group, individuals or organizations to improve work performance and enhance the level of productivity. Effective communication plays an important role when giving feedback. Consequently, managers often apply vague feedback and receive lackluster results (i.e. a decline in productivity, company morale and a high turnover). A manger should ensure that feedback is constructive in order to attain adequate input from executives, colleagues and/or subordinates.
A manager's methodology for integrating feedback through communication should include:
? Abstaining from criticizing subordinates due to personal reasons.
? Ensure that feedback is goal oriented and beneficial for the organization as a whole.
? All forms of feedback should be timely. Feedback is most effective when there is a ...
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