Feedback- Is it necessary?

Over a month ago, a pleasant morning conversation over coffee with heads bobbing out of the newspaper started with the monsoon condition, moved on to the string of controversies over packaged food (that seemed to have surfaced after the instant noodle muddle)and continued with a healthy debate over the article in the Ascent about “30 DAYS AND GOING STRONG”- all about feedback to new employees after 30 days.  

There was a difference in opinion which always streams between Operations and Training, if I may say, and when they live under one roof, the discussion goes on even after a consensus is reached.

So that brings me to the prime question- Is feedback to an employee who is about 30 days old applicable?

To immediately answer that question, from a Learning and Development perspective, it is important and appropriate.

Let’s dwell more on this- The misconception of feedback is largely prevalent among many as being a process of correcting people when they go wrong. Some of our concerns with giving feedback so early are- the person is still learning, what is the use of feedback so soon? It is too early, let’s give them time and space to understand before we can correct them.

Feedback is not always about telling people where they go wrong, on the contrary, it is an ongoing process to create openness and transparency; to inform people what they are doing right and what isn’t going well and how they can improve. Giving and receiving feedback builds trust, removes interpersonal barriers, and can guide people toward higher performance, thereby accelerating ones’ career.

Understanding that the first few days of work are always loaded with excitement, anxiety and aspirations, it is nice to make the employee feel welcomed, checking on them about their development, guiding them through their initial hiccups etc. are always good for the organization as also for the manager.  In fact, the 30-day feedback is gaining momentum in many organizations.

Feedback should be positive and this must be given to people to make them comfortable and valued. It is rewarding for people to know that they are making a difference, however small it may be. Feedback needs to be specific toward a positive outcome instead of being a general comment which is usually made. When feedback is given immediately after the action has occurred, chances are people will acknowledge, accept and improve if it is an area of improvement; whereas, if positive, they will be motivated. Productive feedback requires giving it frequently.

Remember, negative feedback puts people on the defense and that can start the blame-game.

However the context of the feedback, always follow it up with corrective, suggested solutions. Feedback is incomplete without an outcome or solution as there is a possibility that the receiver didn’t know the right way and may need help with it. A follow-up to know if the receiver is on the right track and has understood things is important and needs to be scheduled rather immediately.

A cherished experience

Everything that begins must come to an end and so has my journey with an Engineering Consultation Firm I started work with 5 months ago on Effective Communication- a 3-month journey that extended to 5 due to unavoidable circumstances.

I remember the first day…I was welcomed by some skeptical gazes, some rebellious, some full of anxiety, yet all co-operative at the word; GO!

This workshop was my first full-fledged journey into Facilitation, with a lot of Drama and Improv techniques- which I've learnt in the latter half of last year. (I could say thank you all my life to the person (I consider my mentor) who introduced me to these wonderful tools and techniques but it'll never be enough, so here I am implementing one thing at a time, extending my journey slowly and steadily toward a more confident self.

This course was extensive, well designed keeping in mind the audience(mid to senior management) who needed development in all areas of Communication- verbal as well as written. This module had a lot of hands-on activities which churned around participants from the initial fear of facing the audience to be able to speak in relatively simple English.

Right from developing a shared vision, to relating with developing Ownership, from Basic English Exercises to extensive verbal practices using a lot of Improv techniques to a few Drama ones, from knowing e-mail etiquette, demonstrating them to writing rigorous emails, the team grew leaps and bound and seem to have enjoyed every session.

Post the 5 months, I saw convinced looks full of trust, joy and confidence. The feedback I received was tremendous. That last day saw cheerful faces full of gratitude- gratitude that touched the heart with warmth and satisfaction. The last few moments with the group was full of chatter, songs, a truck load of thank you…. a brief yet memorable celebration with a gorgeous token of appreciation.

As for me, I thoroughly enjoyed every session with the team, who made me their friend, mentor & guide.

With a wonderful feeling, I left that place!

Passion-That Driving Force!

Passion-That Driving Force!

Ever wonder what the hype is about this word-PASSION!

So what is passion, after all?

Passion comes from the Latin verb ‘Patere’ which means to suffer. It is an intense emotion felt toward a person or thing; a compelling enthusiasm for something.

I've always believed that I have a flair for communication- reading, speaking as well as writing. The last one, for some reason, has always eluded me. I've held the pen in hand many a times but have hardly been able to pen down a few lines.  Finally here I am, all set to write on a topic that I identify with completely.

I see a lot people toiling away endlessly- day in, day out- content doing what they are, the way they are, and I always wonder how. I identify with the simple ways of life but somehow it has never been enough to ‘just work’. I've always pushed myself to learn, to try, to explore, made a lot of mistakes but learnt a whole lot of lessons. I enjoy taking risks as they help me understand a whole new side of me as well as learn things from a different perspective. I love to take responsibilities and grow. Though I have met people who are passionate about work and their goals, I've seen many more who seem to prefer monotony over passion (kaam chalao). If things are working well, why unbalance the equilibrium. But is that really an effective way of achieving amazing results; is that the criteria of getting an increment or a promotion?

The secret ingredient to being successful is PASSION! It has to be a self-driven, intrinsic form of motivation or zeal. Constant doses of motivation may help, but if it doesn't come from within, it may be insufficient, however much one wants to fill that jar of motivation for you.

Remember, people become successful because they LOVE what they do. Their burning desire to succeed pushes them beyond limits.

No job is below one’s dignity, if you have to step down and get it done for it to be correct, do it. It’s this passion that will not allow you to accept it any other way.

Whatever your call is, do it so well, that you are recommended by people; that people may want to give you another chance (if needed). I once read about a salesperson who did his job so meticulously that his client followed him to his new company after he quit his job. Regardless of your position at the workplace, bringing passion to your work is like laying the foundation to success.

Passion is that deep, moving emotion from within, which drives you to apply your skills and energy unconditionally into your work. The reason for your endless success after you've identified your purpose.

So remember,

• Identify your purpose
• Make it your goal
• Plan ways to achieve it
• Chase it with immense determination till you achieve it
• And finally, always stay motivated! Stay Passionate about your dreams!

One thing I've learnt- Passion never goes unnoticed.