经理人如何提管理高反馈效果（How do managers respond to high feedback）.docVIP

经理人如何提管理高反馈效果（How do managers respond to high feedback） Fundamentally, feedback is a good thing. For managers, this is an important means of regulating subordinates behavior, helping subordinates to learn and achieving better results. For direct subordinates, this is an opportunity for career advancement. But why is feedback always full of problems? Most managers do not like to provide feedback, nor do they think how effective feedback is. The immediate subordinates said they didnt get enough feedback. There are many reasons for this disconnect. Mark. Buchanan (Mark, D., Cannon) and Robert. Witherspoon (Robert Witherspoon) in Academy of Management published an article on the Executive mentioned a number of reasons, including the two sides are very emotional, to the person instead of the issue, did not specify exactly what needs to change, and why a few factors can fundamentally destroy feedback sessions. So what can managers do to improve feedback? Focus on Performance Performance should be the starting point for your feedback: you need to train people, promote sales, and improve services. Only when feedback is the means to achieve a specific business goal will it become a solution to the problem rather than a criticism. This opportunity is not only for managers. When feedback focuses on employee development, it can be more helpful, says Buchanan, a professor of leadership and research at the Vanderbilt University in Nashville (Nashville). Feedback becomes a gift that someone gives to each other to promote their career development. Give feedback regularly If feedback is an ongoing process, rather than a formal meeting one or two times a year, it works best. In fact, experts say annual performance reviews are the worst time to provide employees with negative feedback. Youre nervous and your employees are nervous. When the pulse rate accelerates and the adrenaline secretion increases, the natural response of the person is to either rebel or run away, rather than a del