Feedback is an essential
thing in order to assess individual’s working potential. It is not always the
possibility that feedback will be positive; rather sometimes it can be negative
too. One must be prepared to face the dual aspects of the both. If the feedback
for an individual or a team is not taken from the superiors then, it cannot be
evaluated that a team or a person has developed in their work or not.
Basically, 360 degree feedback helps in
evaluating the performance graph. It is not simply enough to work with an organization;
rather one must have the familiarity that he is performing the work with
efficiency or whether he requires some changes in the working pattern that he
follows.
It is quite obvious, that
people are not the best judges in judging themselves; even if they do not want
they will be quite biased at some point or the other. Thus, it becomes
necessity to get feedback from the superiors.
One must be sure that the
process is undertaken with the solitary objective of evaluating the
performances of the work force:
Being a superior, if you are
asked to give feedback for your subordinate then, keeping aside your emotional
aspects, you must judge the person in an unbiased manner. It might be a
probability that the feedback you will be giving is not good or average, but
discarding the temporary loss, indirectly you will be helping the person in
letting him know the weakness. The jotted out bad points will ultimately
provoke a person to put their best efforts and work in m ore energetic
manner.
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