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FEEDBACK Niviyamol c MAMS Puthuppady


Feedback It is an information about performance or behaviour that leads to action to develop that performance or behaviour of employees or any other person. It can be defined as the regular, although not necessarily formal contract between the head or superior and individual employee for the purpose of discussing success and failures in completing their assignments and duties.


Cont… The review is a planning process It involves setting a plan of action for the next period and reviewing what has been achieved in the last period. Many organizations conduct performance review annually, although quarterly and six monthly.


Cont.. The aims of the reviews are; Give feedback on performance to employees Identify employee training needs Document criteria used to allocate organizational rewards From the basis for personnel decisions salary increases, promotions , disciplinary actions etc Provide the opportunity for organizational diagnosis and development Facilitate communications between employee and administrator.

Why Is Feedback Important :

Why Is Feedback Important To make performance improvements To improve morale and engagement To develop employees Whether or not they are achieving their goals Measure employee satisfaction levels Track changes in employee satisfaction over time Improve overall satisfaction and retention

Sources Of Feedback:

Sources Of Feedback

Types Of Feedback:

Types Of Feedback

Giving Feedback:

Giving Feedback TIMELY : given as close to the event as possible (taking account of the person’s readiness etc) SELECTIVE : addressing one or two key issues rather than too many at once BALANCED : good and the bad SUGGESTIONS not PRESCRIPTIONS


Cont… DESCRIPTIVE , non-judgemental, based on behaviour not personality DIRECTED towards behaviour that can be changed

The Impact of Feedback:

The Impact of Feedback The person receiving the feedback can react with: Anger – ‘I’ve had enough of this’ Blame – ‘It’s not my fault. What can you expect when the patient won’t listen? Rationalisation – finding excuses to try and justify their behaviour ‘I’ve had a particularly bad week’ ‘Doesn’t everyone do this?’ Acceptance Renewed Action

What Type Of Feedback Might You Get:

What Type Of Feedback Might You Get written/verbal individualised eg a particular assignment written/verbal general - feedback to your class eg ; on most common errors/successes on an exam paper checklists/ proforma eg ; headings of assessment criteria, with comments below assessment criteria grid , showing where you are placed against each criteria


Cont… model answers computerised eg multiple-choice questions "Off the cuff" comments from others eg "You're really good at…"

Rules for Receiving Feedback:

Rules for Receiving Feedback Listen carefully to what is being said People should be receptive to feedback and see it as helpful. Don’t reject feedback Accept positive feedback…don’t reject it! Accept negative feedback...don’t reject it! Avoid arguing or being defensive.


Conti… Ask questions to clarify fully and seek examples is useful. Acknowledge the giver of feedback and show his or her appreciation. The feedback may not have been easy to give. Involve mutual good will receiver should feel that the giver isn’t their enemy giver needs to want to help receiver

What To Do With The Feedback:

What To Do With The Feedback Read or listen Understand; Clarification: examples and alternatives; Keep notes Give it time to sink in and get into perspective Try to keep feedback sheets/information together Address areas for improvement. Identify, Action Plan Try not to feel overcome by small criticisms and try not to be defensive and make excuses

Multi source feedback system:

Multi source feedback system Multi source feedback system (MAFS) also known as 360 degree appraisal 360 D A is multi rater appraisal & feedback system 360 degree appraisal Involves a systematic collection of performance data on an individual or group, derived from a no. of stake holders. Provides a broader perspective about an employee’s performance.

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Objectives of 360 degree feedback or MAFS:

Objectives of 360 degree feedback or MAFS Providing insights into the strong and weak areas of the candidates Identification of developmental needs and preparing development plans Generating data to serve as a more objective basis for rewards and other personnel decisions Culture building


Cont…. Serve as a basis for performance linked pay or performance rewards Leadership development Potential appraisal and development Team building Career Planning and Development Succession planning and development

Advantages of the 360 degree:

Advantages of the 360 degree It is more objective than a one person assessment of traits and qualities It adds objectivity and supplements the traditional appraisal system It provides normally more acceptable feedback to employee It helps focus on internal customer satisfaction It is more participative and enhances the quality of HR decisions


Cont… It is a good tool for enhancing customer service and quality of inputs and service to internal customer It is suitable for new organizational cultures being promoted by most world class organizations.

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Example Of Feedback In The Case Of A Student

The Students Get Feedback From …:

The Students Get Feedback From …

Prerequisites for participation in 360 degree feedback.:

Prerequisites for participation in 360 degree feedback. The top management is committed to develop the competencies of the employees. creating opportunities for employees to learn from each other and learn from their mistakes Top management invest their time & effort in giving feed back. avoid over interference of politics. Managers are interested in learning about themselves.

RSDQ model of 360 degree feedback:

RSDQ model of 360 degree feedback RSDQ MODEL R – Roles S – Styles D – Delegation Q - Qualities

How to prepare for implementing 360 degree feedback:

How to prepare for implementing 360 degree feedback Begin with development Link with company goal Train everyone Follow up Company culture.

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Reference text Human resource development a researcher’s perspective Author- R Krishnaveni Page no: 155-177 www. Wikipedia. Com Performance management and appraisal system Author- T.V.Rao MS-22

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