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Nicolae Enache
Consultant, Romania
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As we can see in various documents on feedback, it is often seen in terms of 'good' or 'bad'.
However, feedback is neutral and should be given this way. One can not be upset about the face he/she sees one morning in the mirror, this is the image that comes back.
Thus, I would suggest to use 'neutral' feedback or 'sandwich' feedback in order to get better results / changes in the appraisal aftermath.
We should avoid at all times that an appraisal process can be taken as a measure of control and 'punishment'. (...) Read more? Sign up for free
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Arif ur Rehman
Professor, Pakistan
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The Feedback Mirror!
Defining criticism is crucial to understanding feedback; criticism for our purpose is the ‘art’ of making judgments or evaluations. These can either be supportive or non-supportive but in the context of real HR stewardship feedback must appear supportive even if it is a non-supportive appraisal.
Herein lies the key to avoiding destructive denigration. And how does ‘the key’ work?
Very simply, if you close your fist and point your index finger at the appraisee, you’ll discover three fingers pointing towards you. You’ll then discover, as a supervisor, what attitudinal change is needed, in bringing about a fundamental adjustment in feedback relationships!
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