Definition of feedback Communication is being discussed in this article.Word feedback is literally translated from English means “comments”In human communication, feedback from the receiver continues the flow of information and conversation between two parties. The process recycles indefinitely as long as both subject and receiver provide feedback for one another.Feedback is a requirement of all self-regulating, goal-seeking systems. Some investigators consider feedback as the basic element of behavior. It explains the workings of the human brain and the production of speech.
By using market research, manufacturers get the opinions of those who use their products so that they can produce what customers want. Opinion polls have an effect on the policies of political parties. Low ratings on TV programmes lead to them being scrapped. A low mark in a test is a valuable signal to a student to change study habits if better understanding of the subject is to be achieved.
feedback Communication Rules
Feedback communication means that speakers and listeners keep giving each other feedback on how they understand what they are saying, and more importantly how they feel about what they are saying.
Value of feedback.
Effective feedback enables the parties in a communication situation to profit from the responses of the other. The circuit is completed, with feedback being the key element. It is essential if the sender needs to assess the effectiveness of the messages that have been sent.
During spoken communication, participation decreases markedly if the receiver responds with negative comments such as ‘No’, ‘You’re wrong, you know’, and ‘I don’t believe that’.
It leads to a rapid shifting from one topic to another and a marked increase in the number of hostile reactions by a speaker. Try it some time!
The non-verbal cues of disinterest and disapproval have a similar effect on a speaker. They also influences the process of what is said and the way it is said. Speakers show anxiety, personal mannerisms become more obvious and they are less fluent.
Using negative feedback
When you write and receive no response, there is no guarantee that the message has got through. So you need to check on why you were not effective. Evaluate your writing for content, understanding, empathy and clarity. Then you can make the necessary adjustments next time.
HOW TO USE FEEDBACK TO IMPROVE CORPORATE COMMUNICATION?
- Be transparent and keep the habit of giving sincere returns. The omission can cost the business dearly.
- Do not skimp on compliments when the job is done right. This is exhilarating.
- Get to the point and use accessible language. If you want to be understood, it is best not to go around or create obstacles to efficient communication.
- Always ask what the employee thinks about it. See if he agrees with the feedback and let him make suggestions.
- Treat people with education regardless of whether the feedback content is critical or complimenting.
- Try to be discreet. Public feedbacks should be more generic, directed at the team rather than at a single person. In this case, a public criticism can create embarrassments and a highly inflamed compliment can cause jealousy.
- Learn to deal with criticism about your work. They have always existed and will always exist. What makes the difference is how to deal with them.
A feedback should have following features in order to become positive feedback
- As descriptive as possible, not judgmental.
Give your counterpart a concrete description of his or her special behavior and reactions to it. Avoid any critical questioning of yourself and any interpretation – unless he expressly urges you to seek with him the deeper causes of his behavior.
- Concrete (on limited behavior), not general (on the whole person).
- Reasonable .
Consider the needs of all people involved.
- Useful .
Feedback should refer to behaviors that the recipient can change, therefore
- Do not address anything immutable
If there is no chance your feedback will cause a change in behavior, leave it alone.
- Do not ask for changes.
You can only provide the recipient with information about what their communication is causing you. Whether he changes his behavior based on this information, he must decide for himself. You may want him differently, but not force him to do so.
- Heed, not forced.
Feedback as offer.
- Timely : feedback should be given as soon as possible. The further back the behavior that you address, the less it can do with your feedback. Immediate feedback gives the recipient the opportunity to better recall the situation and verify their behavior.
- Clear and precise.
Feedback should be verifiable.
- Properly correct : The observation of others should be verified.
- Not too much at once.
No more information than the recipient can handle. Better often than the big cleaning up and the ‘always’ and ‘never’.
- Give new information
The self-evident need not be said again. Ask yourself if the information that you want to give may be new to the recipient. What his behavior did in you, what sensations aroused, whether it activated, paralyzed, angered, rejoiced, may be important new points of view for him.
- Willingness of the recipient
Make sure that the recipient is currently able to hear and accept your feedback. Perfect: If he asks for it himself. Otherwise express your wish and wait for his reaction.
Pointers on how to feedback given :
– Avoid reviews!
– Refer to specific behaviors! Describe clearly and exactly your perception!
– Be open and honest!
– Be careful and appropriate!
– Offer your information, do not force it!
– Pay attention to the feedback taker’s needs, try to see things from his point of view!
– Give your feedback as soon as possible!
– Name both – the constructive and the difficult!
– Never rule out a mistake!
– Have your observations checked by others!
How to receive feedback :
– Listen carefully and ask if you did not understand something!
– Do not justify and defend yourself; do not argue or justify!
– Remember: feedback is not about who is right, it’s about personal perceptions and messages!
– Think about which suggestion is helpful to you and what you want to do! (Decide that later if necessary)
– Share with what you have learned through the feedback!