What is the feedback? (Learn to boost motivation)
Feedback is more than the information that comes from others about how we are doing our work. Its purpose is (or should be) to provide positive help to improve, provide us with specific data with which to boost our motivation. This art, this skill is indispensable in all sectors: education, work, relationships ...
It is very possible that more than one bothers you that we make use of an Anglo-Saxon term and not its translation in our language. In psychology, it is common to use words from other languages to designate certain concepts. However, sometimes, as in the case of feedback, it is very useful to use this word because in itself it includes multiple meanings.
Feedback is information and it is motivation. It is energy and it is communication. It is the desire to improve and the impulse of learning. Feedback is the authentic desire to offer strategies to another person to find the necessary impulse to improve. We can not, therefore, deny that there is something really beautiful in this word, it is the essence of human development, of that motivation that we should all receive from those who are or work with us.
FEEDBACK, THE ART OF ASSERTIVENESS
Experts in motivational psychology know that few things can be more frightening than someone giving bad feedback. The effects of poor reinforcement or incomplete or unhelpful reinforcement can be disastrous. They know it by examples the students in a classroom with a teacher little prepared. The employees of an organization with an ineffective leader also know this and we even know them ourselves with our affective relationships.
Because feedback or feedback is above all a competition. Designate the ability of an issuer to collect information about someone and issue it in such a way that the recipient receives it with positivity and inspiration.
Let's see more data below to better understand this concept.
What is feedback?
- Feedback is a phenomenon that occurs in the communication process.
- The issuer provides an objective opinion to a receiver about its performance, behavior or specific evidence.
- Feedback should not be limited to reporting. The purpose is to promote progress, is correct in positive to inspire and promote motivation.
- It is better to point out errors or weaknesses as well as strengths and focus on progress, always offering tools or advice that can help or improve.
- The central idea is the following: to point out to the person what he does well, pointing out later how he could improve it and overcome it.
- Communication must always be assertive, respectful and empathetic.
What is NOT feedback?
- The feedback should not be left alone to show the person what he has done wrong.
- If we just correct or evidence the failure, the person perceives only the negative imprint. In this case, only two things can happen: that the issuer is blocked or refuses to listen. In either case, the result is the same: there is no progress.
- On the other hand, staying alone in positive reinforcement is not synonymous with feedback. Telling a child that he is doing well, repetitively and without adding new information, will not allow him to reach that zone of proximal development that Vygotsky spoke of.
- If we give you clues to improve, also encouraging self-confidence, improve your potential and capacity for effort.
HOW CAN WE GIVE A GOOD FEEDBACK?
Good feedback must achieve something essential: an advance, a progress, an improvement. Achieving this sensational magic in a work group, in our students, children or even in our affective relationship, requires appropriate strategies. Let's see now what are the keys to keep in mind
- It would be a good idea to accumulate concrete evidence of what we are going to communicate to that person. It is not worth staying with "this you are doing well or that you are doing wrong." Let's be rigorous and exact in what we want to highlight.
- Take into account your state of mind when giving feedback. The objective is to motivate and correct in positive. Therefore, if we have a bad day or if our motivation is minimal, it is better to look for another moment.
- When giving feedback, the "sandwich" strategy is very useful. First we highlight something good about the person, then we point out what does not do well and finally, we offer improvement strategies.
- Also, it is important to remember that when offering feedback there is a series of words that are prohibited. Namely: always, never and but. These terms are not useful and can create discomfort or contradiction.
- Let's be very specific, direct and assertive.
In conclusion. We are sure that right now, more than one situation in which someone gave us bad feedback or good feedback comes to mind. This competition, although it starts from the business world, actually nurtures infinite social scenarios. Being skillful when using it, feeling empowered to allow others to learn or open up to other points of view is something we should all know how to apply effectively.
