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As noted in this week's textbook chapter, employees are happier when they received regular feedback (Carpenter, Bauer, & Erdogan, 2010, p.97). Feedback takes many forms, but one of the most obvious types is feedback on performance. Managers must be able to give employees feedback on what they are doing well, and areas where an employee needs to improve. Think about times in your career when you have received feedback, and write a response that includes the following:

1.Share an example of a time when you received effective feedback that helped you improve your performance. What made that feedback helpful?

2.Share an example of a time when you received feedback that was not helpful. What made that feedback ineffective?

3.Using your two examples, what can you conclude about the characteristics of effective feedback? If you were a manager, how could you use these lessons to improve the feedback you gave?

Be sure that your Learning Journal entry is a minimum of 500 words.

Feedback in general has many forms. It is a process, in which the output an action is returned to modify the next action, it is a reflection on how another person sees someone else performance. It is a systematic cycle which works in 4 steps: Input, Process, Output, and Feedback. Effective feedback has benefits for the giver, the receiver, and the wider organization. It's a communication to an individual or groups who can use that information to adjust and improve current and future action.

In an organization, business leaders want their employees to succeed. Performance feedback is sure critical to help employees understand future expectation, adjustments, job plans, goal setting, and discus positive components to succeed. Feedback is designed to note where things are going right and where they are going wrong.

I have received many feedbacks thru out my customer service field. I started working in a call centre as a CSR-Customer Service Representative for an outbound campaign for AT&T cold calling. We use to have daily sales target that we had to achieve in order to reach for bonus or commission on top of the current salary. We were daily monitored with our team supervisor and feedback given to us. Feedback which were given to me from my supervisor was always beneficial for me no doubt about it. I used to take many calls but I wasn't able to achieve my daily target, even though I know the materials, packages, rebuttals and closing. When I received a feedback, my supervisor made me realize what I was doing wrong. I was talking too fast that my customer was unable to understand what I was saying or pitching to them or asking them to say yes to the packages.

Feedback helped me a lot and I start realizing my error. Honestly speaking, I started working on my pace and tone from there on and I realized that customer were actually listening to me and making a conversation with me. I was not the top performer, but I started seeing the results and my target number was going up on daily basis.

My 14+ years of customer service experience, from an agent to a department head, from companies to companies, from different region and time zone. I haven't seen anywhere that feedback was not helpful for me. There was never a time where a single feedback was ineffective. Yes, at times when I see that I am well performing and still receiving a feedback where I notice that it is not helpful and ineffective. I still take that feedback in a positive way and keep my moral high to perform better and efficiently.

My conclusion about the characteristic of the effective employee feedback as a manager, my intention should be to get the employee on the right track towards providing effective and positive feedback to fellow team members. There are steps that need to be followed and they are listed below:

1. Be conscious of timing: Consider if they are in the best mind set to receive a feedback. Strong emotions can cloud a person's ability to accept feedback.

2. Be prepared: What is the purpose of your feedback and what do you want the outcome to be - do you see value in the person changing or repeating their behaviour? Your employee feedback needs to give enough information for someone to either continue what they've been doing or change.

3. Provide specific examples: Whether providing reinforcing or redirecting employee feedback, specificity is important for learning. It also serves as a basis for comparison and a guide for future behaviour.

4. Make it actionable (and future-focused when possible): Give employee feedback on behaviours that someone can actually do something about. Avoiding personal feedback such as "You are X," is crucial to providing effective feedback. In contrast, feedback that taps into what we can do to reach our goals is motivating and makes us feel good.

5. Make employee feedback a regular process: Not every action or scenario requires feedback, but it is important to makefeedback a regular process. Giving feedback regularly and explaining why you are doing so shows people that you care about them personally.