People must receive feedback. Unless they know how well they are doing in fulfilling their responsibilities and meeting the standards, they cannot be expected to improve their performance when needed.

Many managers don’t get feedback because they think people know without being told when they are doing a poor job or a good job. The manager who makes this assumption knows very little about human nature. Most people have a limited capacity to judge and evaluate their own performance and work. They need help in seeing their strengths and weaknesses. That goes for the excellent performance as well as for the poor performer.

People need to know when they are doing a superb job and when they need to improve and make changes. When they don’t receive feedback, they become preoccupied with the question of how well they are doing. Are they going to get zapped or praised? Are they on the manager’s good list or bad? Are they going to get promoted or fired? These are difficult questions for anyone to live with.

When people don’t receive the necessary feedback, they feel unnoticed, unappreciated, and uncertain. They usually find a way of getting some form of attention, usually negative, since that is the only thing some managers respond to.

It is impossible to establish an effective working relationship with people unless you give them feedback. There must be two-way communication if there is to be an understanding between you and the people you manage.

Whenever you give feedback to a person on his performance, it should accomplish one or more of the following objectives:

  • Reinforce positive performance.
  • Show the person how and where he needs to change and improve.
  • Motivate the person to perform better.
  • Build pride.

My Consultancy–Asif J. Mir – Management Consultant–transforms organizations where people have the freedom to be creative, a place that brings out the best in everybody–an open, fair place where people have a sense that what they do matters. For details please visit, Lectures, Line of Sight