Feedback is an essential process for improvement where the output or effect of an action is communicated to modify the next action. It occurs through dialogue reflecting how one's behavior is seen by others and is important for regulatory mechanisms like education and the economy to work. Feedback is valuable for employees as it identifies strengths and weaknesses, allows checking of assumptions, and prevents false assessments if handled properly. There are different types of feedback including motivational, developmental, constructive, intrinsic, and extrinsic feedback. Principles for effective feedback include focusing on observable behaviors, giving it privately, and suggesting alternative behaviors.

1. FEEDBACK

2. What is Feedback
• Process in which the effect or output of an action is 'returned'
(fed-back) to modify the next action.
• It is a dialogue between people which reflects back how
another person sees someone else's behavior or performance.
• It is essential to the working and survival of all
regulatory mechanisms found throughout in our
Surroundings systems such as education system and economy
• Feedback occurs when an environment reacts to an action or
behavior.

3. Why is Feedback so
Important
1. People want Feedback so they feel more secure in their jobs.
2. Basically tells you what your strengths and weaknesses are.
3. A low-feedback may be harmful to the health of a business.
4. Employees are able to check their assumptions.
5. Failing to give feedback sends a non-verbal communication in
itself and can lead to mixed messages and false assessment
6. If the feedback process is handled properly, it can be
rewarding for everyone involved.
Someone said “How can your people know they’re doing the right
thing unless you tell them?”

4. Types of Feedback
1. Motivational Feedback
2. Developmental Feedback
3. Constructive Feedback
4. Intrinsic Feedback
5. Extrinsic Feedback
Some other common types of Feedback include :-
• Negative Feedback
• Positive Feedback
• Immediate Feedback
• Delayed Feedback

5. Principles of giving
effective Feedback
• Give feedback only when asked to do so or
when your offer is accepted.
• Give feedback as soon as possible.
• Focus on the positive.
• Needs to be given privately wherever
possible.
• Focus on behaviors that can be changed, not
personality traits

6. • Use ‘I’ and give your experience of the
behavior (‘When you said…, I thought that
you were…’).
• When giving negative feedback, suggest
alternative behaviors.
• Be clear about what you are giving feedback
on.
• Do not overload – identify two or three key
messages that you summarize at the end.

7. Receiving Effective
Feedback
1. Listen to it carefully.
2. Ask for it to be repeated if you did not hear it clearly.
3. Assume it is constructive until proven otherwise; then
consider and use those elements that
are constructive.
4. Pause and think before responding.
5. Ask for clarification and examples
6. Accept it positively (for consideration) rather than
dismissively (for self-protection).
7. Ask for suggestions of ways you might modify or
change your behavior.
8. Respect and thank the person giving feedback.

8. Bibliography
• Read more: http://www.businessdictionary.com/definition/feedback.html#ixzz2CrtbiiKr { Dt –
21/11/2012}
• Read more: http://www.faculty.londondeanery.ac.uk { Dt – 21/11/2012}
• Read more: http://www.tlnt.com/2012/09/26/help-them-grow-or-watch-them-go-why-feedback-matters/
{ Dt – 21/11/2012}