This has been a favorite topic of mine since my days at IIM, managing feedback can be this much difficult as well as interesting i never knew till then. Thank you for starting this thread. Here goes my experiences:
Giving feedback to employees have always been a challenging task for me, ans yes rightly said inadequate or inappropriately crafted feedback can ruin the PMS.
Giving feedback in a proper manner comes with lot of practice and new techniques are to be used to accommodate feedback for different behaviors. Special care is to be given that the feedback should always be constructive, no matter how difficult it may sound..saying just negatives will actually bring down the morale of the employees.
One has to be wary of their perception while giving feedback as it plays the biggest barrier while you are providing your inputs on their performance.
We have used ROLE PLAYS and REAL LIFE CASES as a tool to bestow our employees with constructive feedback and both the techniques worked very well without harming the motivation of employees. In fact these tools can be used for giving feedback to Senior Management also.
22nd March 2011 From India, Delhi
Let me share an example. One of our forum members once told me that some of the words I used triggered a sharp reaction... I asked him for specific feedback as to 'which words?' 'what response?' and 'why'... I didn't receive a meaningful answer... So, it seemed a much ado about nothing! But then, it probably wasn't the case... :-)
I also recall Simhan's review of the project report... It was a fairly detailed one. In fact, it reminded me of my IIT days where project reports and publications came back with line-by-line reviews... Even in Germany and the US, I used to give and receive very very detailed reviews with a concrete plan of action. The US was less detailed when it came to the reviews due to litigation risks, though!
Any other inputs on how these things are given?
22nd March 2011 From United States, Daphne