Introduction
Feedback promotes the efficient running of an organization’s supply chain. It is a component of communication, which is the exchange of information through a system of words, symbols, and conduct. It represents the core aspect of management because managers need it to share goals and resolve challenges. Feedback is a highly significant part of communication as it guides the role and mission of information sharing. Managers and employees are a great source of feedback for obtaining future improvement and performance. Feedback is a crucial management tool; administrators should determine the best practices for encouraging response in the organization.
Effects of Feedback in an Organization
Improves Performance
Feedback brings immense benefits to a firm. First, it enhances the achievement of positive outcomes. The reactions of employees influence their performance. The workers who accept criticism are likely to show positive results compared to those who respond by projecting anger. The rationale is that feedback could trigger an individual’s self-esteem and cause negative emotions, potentially lowering an employee’s performance (ACT, 2019).
Nonetheless, workers obtain performance appraisals and examine the areas that may require further improvement. A high-performance rating indicates that the employees took feedback from a positive mindset and utilized the information to achieve healthy competition (ACT, 2019). However, it is prudent that employees do not think of negative feedback as a threat to their self-esteem but as a chance to make necessary improvements.
Motivation
Managers use feedback as a strategy for motivating employees to achieve the highest potential. The economists’ perspective of feedback relates to the dynamics of behavior and thoughts. Cavana et al. (2021) convey feedback with loops and that agents use the information to make decisions and cause the system to adapt to a specific behavior for the organization’s growth. In this sense, an individual’s perspective of feedback could cause them to develop efficient approaches for addressing a problem. According to Annarelli et al. (2020), feedback is part of the employee management strategy that determines the achievement of resilience during unpredictable and urgent issues. Employees feel motivated to see that even in unexpected times, they accessed technical support from the organization. As a result, they remain committed and dedicated to achieving set goals and objectives.
Efficiency in Leadership
Feedback significantly affects leadership roles. A leader should communicate efficiently to comprehend the issues that influence the performance of the employees. Fleenor et al. (2020) explain the significance of 360 feedback in affecting organizational productivity as it provides a rare opportunity for employees to input individual influence. When colleagues participate in the feedback process, they assess their energy and convert it into action (Fleenor et al., 2020). Managers and employees use feedback for self-awareness in establishing their strengths and weaknesses. Leaders capitalize on the vital points to achieve the desired goals and objectives. Besides, workers can identify their development needs and give accurate feedback without biases. The leaders maintain positive relationships with colleagues to continue the cycle of healthy competition. Jayaraman and Shuang (2020) mention the concept of voluntary disclosure and its influence on feedback in leadership affects relations with partners. Managers rely on customer information to decide on improving the products and services. The leaders assess the market and, based on the communication, adjust to achieve positive reactions and indirectly influence achieving goals.
Healthy Relations
Feedback promotes consistency in communication, and this influences relations in an organization. Joffe (2021) argues that sharing information involves people with different ambitions and behaviors and that these aspects affect economics in the real world. The rationale is that positive relations result from long-term assessment and analysis of issues that promote understanding and compromise in an attempt to achieve the goals of an organization. Nikolić et al. (2020) mention that feedback is a critical management tool and that managers should maintain positive relations with employees to obtain goal-oriented information. Workers tend to provide positive feedback in spaces where they feel valued and appreciated. According to Johnson et al. (2023), managers and employees should understand feedback functions to execute their tasks fully. The results from the feedback enhance the evaluation of issues and ensure that the team develops best practices for achieving better results in the future.
Conclusion
Feedback is a critical management tool. Information sharing among managers, employees, and partners influences the overall performance of a company. The perception of feedback determines resilience and the nature of relationships. Leaders could use feedback to determine the strengths and weaknesses of the team members to establish areas for improvement. Equally, workers who appreciate negative feedback should perceive it as an opportunity to change tactics and work smartly toward achieving the set goals. Managers and employees rely on feedback to improve relations and to motivate. Leaders who communicate efficiently provide reliable feedback that ensures teamwork enhances goal achievement and self-improvement.
References
“ACT Government”. (2019). Effect of feedback on workplace and performance. Center for Evidence-Based Management. https://www.health.act.gov.au/sites/default/files/2020-12/ES-REA%20Feedback.pdf
Annarelli, A., Battistella, C., & Nonino, F. (2020). A framework to evaluate the effects of organizational resilience on service quality. Sustainability, 12(3), 958. https://doi.org/10.3390/su12030958
Cavana, R. Y., Dangerfield, B. C., Pavlov, O. V., Radzicki, M. J., & Wheat, I. D. (Eds.). (2021). Feedback Economics: Economic Modeling with System Dynamics. Cham, Switzerland: Springer.
Fleenor, J. W., Taylor, S., & Chappelow, C. (2020). Leveraging the impact of 360-degree feedback. Berrett-Koehler Publishers.
Jayaraman, S., & Shuang Wu, J. (2020). Should I stay, or should I grow? Using voluntary disclosure to elicit market feedback. The Review of Financial Studies, 33(8), 3854-3888. https://doi.org/10.1093/rfs/hhz132
Joffe, M. (2021). Equilibrium, instability, growth, and feedback in economics. In Feedback Economics: Economic Modeling with System Dynamics (pp. 43-68). Cham: Springer International Publishing. https://link.springer.com/chapter/10.1007/978-3-030-67190-7_3
Johnson, D. A., Johnson, C. M., & Dave, P. (2023). Organizational performance feedback: Understanding the functions, forms, and important features. Journal of Organizational Behavior Management, 43(1), 64-89. https://doi.org/10.1080/01608061.2022.2089436
Nikolić, T. M., Perić, N., & Bovan, A. (2020). The role of feedback as a management tool in performance management program. Calitatea, 21(177), 3-8. https://shorturl.at/kwCW3
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