Typically, if you say the word “feedback,” I immediately tense up and am taken back to any number of awkward interactions, usually scheduled around the time of an annual review, in which I had to list my biggest accomplishments for the previous year and talk about the things I wanted to work on in the upcoming year. The feedback I then received from my manager usually ended up being a “keep up the good work,” and “same time next year.”
Of course, the idea of feedback has changed very much. According to Krietner and Kinicki, the two
main functions of feedback should be to instruct and to motivate. Managers who take time to provide
instructional and motivational feedback to their employees are influencing
individuals and as a result, building stronger teams.
Looking to up your feedback game? Try to make your feedback:
Looking to up your feedback game? Try to make your feedback:
