IndexIntroductionTypes of FeedbackInformal FeedbackFormal FeedbackPositive FeedbackNegative FeedbackNegative FeedforwardPositive 360 ​​Degree FeedbackChallenges Faced When Providing Feedback to EmployeesConclusionAccording to Armstrong, "Performance management is a process that contributes to the effective management of individuals and teams in order to achieve high levels of organizational performance”. Performance management varies from one organization to another as employees must understand the objective, mission and aim to succeed by motivating them, acquiring essential experiences or skills. , resources and support from the employer or supervisor. This ultimately helps in retaining, observing and improving the performance of employees within the organization and also outside of work. It also improves the advancement of employees and at the same time their individual and professional growth for their professional goals. Say no to plagiarism. Get a tailor-made essay on "Why Violent Video Games Shouldn't Be Banned"? Get Original Essay Whereas, in traditional way, performance management is only the continuous contribution to the organization as it only focuses on the company's objectives and targets where it affects the employees and even the employers fail to spot their lack of work. Their performance is hardly achieved due to low motivation, annual review of their implementation, very little feedback and lack of space for their development and career growth. Therefore, this assessment will focus on the importance of providing feedback to employees as with different types of feedback that helps to grow their skills and experiences in their personal and professional life. IntroductionFeedback is one of the effective ways to provide employees performance from optimistic results and to continuously develop their work or skills as it helps to review everything in which participation and involvement is involved. Ultimately employees discover their work faster, more confidently or sooner, which makes them happy and encourages them to work with a more efficient approach. A new way of performance management is initiated as it provides feedback, communication and coaching to employees so that they can know what they are performing, what their results will be, different skills that will be used in various fields. A healthy workplace, motivational people and positive people ensure that everyone performs meaningful tasks and can also get their exact feedback. Therefore, people change based on continuous feedback to effectively and efficiently perform any task by providing meaningful advice through simple tools. , precise, oriented towards strengths and actions. This allows people to associate what organizations require and motivates them to work as a team. As the company provides feedback to the employees, it ultimately trains them to grow in their skills, experiences, interaction with seniors or employers, getting a mentor when needed, chances to improve decision making or problem solving skills of problems. These global skills help you become better employees and give your best to the task. Different companies are expected to provide individual or group feedback to their employees because group feedback provides certain work goals that increase results, team confidence, and pride. According to the HBR article, continuous feedback is proven to help set specific goals in terms of receiving a sortweekly bonus to employees who present good work. It also explains how the employee's performance is evaluated, the evaluation process and its results. Again, in the same year, Deloitte represented that around 62% of employees received individual feedback from the improved HR software method. Types of FeedbackInformal FeedbackIt is one of the traditional ways of providing feedback to employees due to the continuous and real-time advice on their or individual performance. This plays an essential role in employee performance as they learn and get feedback on training and development as they advance in their careers. Furthermore, it is recognized as 'improvised' feedback as it happens continuously and does not need any plan to be provided as it happens at any time and in any place. In the context of informal feedback, it is a key aspect in people's trust because of the immediate admiration, trust, communication and recognition given by managers when they do something good for companies, so it impacts their lives too. According to Scott Whiteford, director of leadership development and analytics at Talent Plus, said, “By waiting until an annual or semi-annual meeting to discuss the event, the leader and employee have missed the opportunity to analyze and build on what happened." Formal FeedbackIt is also known as "constructive" feedback because it focuses only on evidence-centered comments such as job performance credentials, project evaluations, peer surveys, HR reports, and annual reviews. Normally, it involves the managers and leadership of the company to ensure that all people are improving their skills, performance or mistakes, which helps to enhance their personal and professional development in people. This feedback facilitates employees' self-esteem and reduces confusion as they do not have to wait for their reviews immediately and also get the positive influence through their behavior and from their friends when they need help. However, this feedback also consists of four different types such as: Positive Feedback This is a communication method to recognize the powers, achievements and evaluation of individuals implemented by previous acts and should be present in frequent acts to improve so that they can feel determined and inspired to work further and overcome any obstacles in the future. It is one of the easiest ways to give positive feedback than negative one because of the way employees work in terms of honest resources of information, but it should be acceptable with negative so as not to keep employees in wrong concepts. As this feedback helps you do better at work, emphasizing your employees in good lifestyles and establishing a culture of gratitude in response to 65% of employees in their work performance. Furthermore, from the Gallup survey conducted on manufacturing enterprises (retail stores or large industrial resources) it emerged that approximately 12.5% ​​in terms of providing constructive results was achieved by those companies that received positive feedback from managers or supervisors than those who did not receive positive feedback. .Negative FeedbackYou need to give negative feedback to employees so that they know what they are working on in the appraisal and help them change it when the situation requires it. Negative feedback can be seen in different ways to the employee's response, but if this feedback is given in a constructive way, employees respond positively as they have the chance to show employers what they can do and be more motivated to work. Inthis case, these employees see the “glass half full” due to the opportunities to improve their performance and overcome obstacles in a respected period. On the other hand, this same feedback can demoralize them, make them depressed, anxious and reduce their performance in negative traits which can lead them to anger and therefore can give a wrong impression to the elders. Overall, this feedback makes about 83% of employees more productive and appreciative in the workplace despite receiving negative or positive feedback to achieve company goals and objectives through Officevibe analytics study globally. This negative feedback motivates to work well, creates enormous prospects for improvement in the right direction, helps to prevent the same mistake again and discovers new approaches to adopt. Therefore, people want to have more positive negative feedback to enhance their abilities rather than only have positive responses every time. Negative Feedforward It's a kind of giving curative explanations to employees about their future performance so that the same things don't happen again. It gives hope to change the future by thinking positively and changing ideas for the betterment of work. Workers can increase their opportunities by making the right decision and focusing on the outcome and not the inconveniences. Positive Feedforward Another set of positive feedback that provides reassuring explanations to employees about their future performance so that they can improve in the future efficiently. This can be seen as 'early coaching' to develop your skills, future growth and improve understanding, however it is not on an annual basis due to the progression of employees at random which can take place if necessary. In this context, people can have many benefits through the reinforcement of learning various lessons and improvisation so that they can take responsibility for companies and their goals. This helps to create innovative ideas and principles in the capacity of the workers not only in the shared models of the company. This feedback is useful to create or change people's behaviors in the workplace through their performance and improvements which will benefit them and their companies regarding their motivation to work with self-confidence. 360-degree feedback This feedback collects all types of feedback from managers, collaborators, direct reports and self-evaluation in relation to employee performance. It is used to promote the individual's self-recognition from any type of bias within the company between those pursuing feedback and those giving feedback. According to research conducted on around 500 companies around the world, it was found that around 90% use this 360-degree feedback to evaluate the work of their employees and to improve their career goals and business development. Furthermore, from the director of GoodHire, he stated that “We use it to allow managers to have information and visibility into how team members work together collaboratively: if they see certain areas that need improvement within the team, they can refine them ". move forward'. Therefore, this obviously shows that managers are more dedicated to their people if they lack skills so they can give them a chance to improve those areas. People who are motivated by feedback give productive or inspirational or simply negative results, but this helps them to know their inner potential to work harder and achieve goals at a certain time, as well as making it more noticeable in terms of points of strength and weakness in.