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The document reflects on the importance of feedback in performance management, highlighting personal experiences with both effective and ineffective feedback. It emphasizes that specific, timely, and empathetic feedback fosters employee growth and satisfaction, while vague and delayed feedback can hinder development. The author aims to cultivate a positive feedback culture as a future manager to enhance employee performance and overall company growth.

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4 views6 pages

Bus 2

The document reflects on the importance of feedback in performance management, highlighting personal experiences with both effective and ineffective feedback. It emphasizes that specific, timely, and empathetic feedback fosters employee growth and satisfaction, while vague and delayed feedback can hinder development. The author aims to cultivate a positive feedback culture as a future manager to enhance employee performance and overall company growth.

Uploaded by

shumbapraise71
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© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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PraiseGod

Shumba

University of the People

BUS 1101-01 – Principles of Business Management

Learning Journal Unit 2

Instructor: Uko Uko

Reflection on the Effects of Feedback on Performance: Lessons Learned and Considerations for Management
Introduction

Feedback plays a pivotal role in managing people and developing them. In the words of Carpenter et (2010),

employees are happier and more productive when they receive feedback — especially constructive feedback — on

a regular basis. Though there are many types of feedback, performance feedback — detailing what an employee

does well and what needs improvement — is perhaps the most vital. This essay focuses on personal experiences

with feedback, reflecting on the components of effective and ineffective feedback. Additionally, it aims to analyze

how these reflections will shape my approach as a manager to cultivate a positive feedback culture.

## Effective Feedback Experience


An early career project presentation really changed my approach to business and professionally, teaching me the

true value of effective feedback. I specifically remember the detailed remarks my manager made regarding the

contents and delivery of my presentation. Her feedback was very particular as she remembered specific slides that

were very clear and engaging and also pointed out sections where the data could be explained in a much better

manner. Also, the precise feedback was not offhanded, but rather directly relevant to the task at hand and my role in

it.

Moreover, the feedback retention was useful as the presentation was followed by immediate feedback, which I was

able to utilize in other meetings later on.


What stood out to me regarding the feedback is that it was delivered clearly and with a great level of support from

the manager, which also helped a lot. Her persona was warm and supportive, which was easy for me to accept

instead of feeling defensive. She chose to phrase the feedback as an effort to help me grow as opposed to putting

me down which is why I trusted and felt motivated. This understandably positive way along with the woman’s

credibility contributed a lot to my general perception towards feedback, thus feel motivated to use it.

## Bad feedback experience

On the other hand, there is a case where I associate not helpful vague and a complete lack of timely feedback with

poor feedback. This stems from a performance review where a certain supervisor had told me my work had quotes

“required my work to undergo improvement” but did not elaborat on what work required improvement and how.

Visibly, feedback was completely lacking anything related to specific details or significance which hindered my

ability to know what changes were expected from me. Adding on, the feedback in question was issued months after

the problems arose which is not only irrelevant, but almost impossible to connect the problem to these incidents.

The feedback was bound to be unflattering given the supervisor's cynical approach because it was literally devoid

of any warmth. This harsh experience shed light on the fact that, in some cases, the

provider’s methods of communication as well as timing of the feedback given matter just as much as the feedback

intended to be delivered.( Capernter et al,2010)

## Lessons for Aspiring Managers

I reflect on these situations and think that chronicling some of them would be useful for aspiring managers in the

context of effective feedback. To begin with, one must always be prepared to provide specific actionable items for

an employee to work toward. Instead of fostering improvement, vague statements do the total opposite by stunting

skill development. It is also worth noting that feedback suffers when it is not provided in a timely manner, for

obvious reasons.
Saying something too far removed from the event eliminates the chance for course correction, rendering the input

irrelevant.

And lastly, how feedback is given matters just as much if not more than why. Delivered with kindness and treated

with respect, feedback becomes a powerful initiative within a business if provided in the right way. Empathy can

help change almost anything, and when blended with authority cultivates irreplaceable rapport. Instead of feeling

intrusively evaluated, employees are empowered to harness feedback as a transformative tool for growth.

Positivity should dominate any remarks surrounding improvement, but so should moderation. Providing nuanced

observations to work as guidance refines skill while simultaneously enriching employee drive.

## Conclusion

My real world experiences highlight how effective feedback, impactfully delivered,, as well as other factors, are

crucial for the satisfaction of both employees and management. As a prospective manager, I intend to build a

culture where every employee wants their work evaluated because it provides them tangible value and leads to

growth.

This not only, individually, increases the performance of employees, but culminatively results in company growth

using effective organization strategies.


References

Carpenter, M., Bauer, T., & Erdogan, B. (2010). *Management principles, v. 1.1*.

Retrieved from

https://2012books.lardbucket.org/books/management-principles-v1.1/index.html

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