Feedback

In almost all companies there is a desire and mechanism to collect feedback on their employees. This article will explore what is “feedback”, how it is used and how feedback should not be used in companies.

What is Feedback?
Feedback is the process where an employee (and / or their line manager) asks their peers, colleagues, people they work with in their team, department, division, company or even outside the company (clients, providers etc) how they have performed over a recent period of time.

Therefore, when soliciting feedback, the recipient of the feedback is looking for the following –

• Concrete examples (date with a detailed description of the task or project) of where they have performed. For example, when they performed below the defined requirements, at the required level or beyond (or exceeded expectations)
• Exact examples of areas (knowledge, skills, experience) they need to improve and examples of when the perceived deficiency in this area was shown
• Precise guidance of how the employee can improve their knowledge, skills, experience etc

How is feedback used?
The aim of feedback is to give the employee and their line manager a view on how they are doing through real world examples as well as to identify, through examples, the areas (knowledge, skills, experience) they need to improve. This feedback is then used by the employee and / or line manager to create a personal development plan. The aim of this personal development plan is to give the employee guidance as to how their can obtain the profile (skillset, experience, profile etc) they need to succeed at their current role and / or to move into a different and possibly more senior role.

This sounds great! The aim of feedback is to get guidance from our peers, colleagues, internal and external clients so we can learn how we can provide greater value to our colleagues and company while becoming the person that will succeed in our current and future roles!

How feedback should not be used
Unfortunately, in my experience and through talking with peers I have seen the feedback process used in the following negative ways –

• as a tool of revenge, so to “get even with colleagues”
• to spread libelous and defamatory statements
• to attack colleagues out of jealousy
• to be used as a tool for bullying
• to undermine the careers of colleagues

Conclusion
Feedback is a valuable and effective tool if it is used to help employees improve themselves in line with their own goals plus the aims and objectives of their team, division and company.

However, unless there are strict guidelines in place that are enforced by senior management and the Human Resources Department feedback can be used as a tool of bullying and hate.

This misappropriation of feedback can result in important linchpin employees becoming disengaged with their role and company. This can then ultimately result in them leaving the company due to the toxic environment that the feedback process has created.