Feedback
Feedback Helps Improve Decisions Being Made
Feedback loops provide generic mechanisms for controlling the running, maintenance, and evolution of software and computing systems. Feedback-loops are important models in the engineering of adaptive software, as they define the behaviour of the interactions among the control elements over the adaptation process, to guarantee system properties at run-time.
Effective feedback, both positive and negative, is very helpful. Feedback is valuable information that will be used to make important decisions.
A negative feedback loop is one that tends to slow down a process, whereas the positive feedback loop tends to accelerate it.
Scholars have identified that the ideal time to share negative feedback is when the other person has “higher self-regulatory capacities” – that is, when they can override their very own impulsive, undesired behaviour and be more receptive to feedback.
The stock market is an example of a system prone to oscillatory "hunting", governed by positive and negative feedback resulting from cognitive and emotional factors among market participants.
Feedback — both positive and negative — is essential to helping managers enhance their best qualities and address their worst so they can excel at leading.
Positive ratings are a kind of holy grail on sites like Yelp and TripAdvisor, and negative reviews can sink a burgeoning small business or mom-and-pop restaurant.
In their studies, they found that the more worn down, tired, and emotionally laden a person feels, the more likely they’ll process negative feedback defensively.
The hypothalami–pituitary–adrenal axis is largely controlled by positive and negative feedback, much of which is still unknown.
For example, ‘customer feedback’ is the buyers’ reaction to a company’s products, services, or policies; and ’employee performance feedback’ is the employees’ reaction to feedback from their manager – the exchange of information involves both performance expected and performance exhibited.
If you ask someone in your organization when feedback occurs, they will typically mention an employee survey, performance appraisal, or training evaluation.
Set a time to get back together to discuss whether the feedback changed performance and whether any additional actions are needed.
Make your feedback have the impact it deserves by the manner and the approach you use when you want to provide employees with performance feedback.
For example, 'customer feedback' is the buyers' reaction to a firm's products and policies, and 'operational feedback' is the internally generated information on a firm's performance.
In fact, what is viewed as negative criticism is actually constructive criticism and is the best find of feedback that can help to formulate better decisions to improve and increase performance.
For managers, it’s an important tool for shaping behaviors and fostering learning that will drive better performance.
Giving feedback to your colleagues and employees provides them with an observer's insight into how their performance is progressing, as well as advice to solve any problems.
Release of hormones then may cause more of those hormones to be released, causing a positive feedback loop.
19 people found this helpful Any time you try something for the first time it is nice to get some positive feedback from someone with more experience than you.
Positive feedback stimulates the reward centers in the brain, leaving the recipient open to taking new direction.
People are often quick to notice what’s wrong, but it’s equally important to pay attention to and provide input on what is working to support development.
Provide people with information about their actions in real time (or something close to it), then give them an opportunity to change those actions, pushing them toward better behaviours.
The potential of the feedback loop to affect behaviour was explored in the 1960s, most notably in the work of Albert Bandura, a Stanford University psychologist and pioneer in the study of behaviour change and motivation.
When you make a conscious choice to give and receive feedback on a regular basis you demonstrate that it is a powerful means of personal development and positive change.
Give a small number of actionable suggestions (ideally only one or two) that the other person can take in the future, to change this behaviour.
When you recognize an issue or problem, giving feedback is the clearest, quickest way to encourage a change in behaviour.
18 people found this helpful Whenever my friend enters a costume she has made to be judged for a competition, the feedback she receives from the judges helps her make an even better costume the next time around.
More precisely, setting aside the deliberate time to deliver this weightier feedback, and considering, “Am I in the right mental and emotional state to give this feedback – and is the other person, too?” will help increase the chances that when you deliver the feedback, it’ll land well.
One approach is called Situation-Behaviour-Impact (SBI). Feedback providers first note the time and place in which a behaviour occurred.
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For example, you would never provide feedback If you can, provide any tools, training, time, or support that the person needs to successfully perform as you need them to perform.
The most assuring answer to the question of “When to give feedback?” can be found in figuring out what the other person’s preferred time is to receive feedback.
A regular one-on-one meeting is the perfect time to share this flavor of feedback, when you’ve explicitly set aside time to share feedback with one another.
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