Importance of Providing feedback for Managerial Staff

Research has clearly shown that feedback can be beneficial to individual performance, both by increasing the motivation of the recipient, and by providing information on how to perform tasks more effectively. Feedback is also capable of improving group performance.

One such study demonstrating the benefits of feedback measured the productivity of five units at an Air Force base before and after implementing a feedback/goal setting/incentives system (Pritchard, Jones, Roth, Stuebing & Ekeberg, 1988). After five months of monitoring the performance of the units, feedback was provided in the form of reports. Results indicated that the introduction of group level feedback increased productivity by over 50%. Goal setting and incentives further increased productivity to 76% over baseline productivity.

Given the role that leaders (i.e management) play in determining the success or failure of an organisation, it is crucial that those in control receive regular feedback on their performance from a variety of sources. Performance feedback allows a manager to evaluate his own goals and team management strategies, and if necessary adjust, to gain optimal productivity from themselves and subordinates.

In order for feedback to be effective, it is important that it is objective as possible. One of the ways of ensuring that the accuracy of feedback is as fair as possible, is to gather it from a number of sources around the manager being evaluated. This is called 360º feedback.

Emotional Intelligence 360 degree feedback tool

This tool is designed to measure an individual's ability to exercise social and emotional skills within the workplace including such competencies as self confidence, conscientiousness and initiative. The tool includes a variety of topics relevant to managerial level professionals and used in the development of a wide range of professionals. The tool is designed to be distributed to a number of individuals (Manager, Subordinate, Colleagues and Others) in regards to the employee of interest. Each individual's task, including the central employee, is to decide whether they agree or disagree with a series of statements made in relation to the specified employee and to what extent. The Emotional and Social Competence 360 is an untimed instrument with 84 scaled items and 2 open ended questions.
 

Emotional Sub-Domains

Self Awareness: This Sub-domain is fundamentally about knowing one's feelings at the moment and using these to guide decision-making, having a realistic assessment of one's own abilities, and a well-grounded sense of self-confidence. Hence the three specific competencies of Emotional Awareness, Accurate Self Assessment, and Self Confidence.

Self Regulation: This Sub-domain is focused on the ability to handle one's emotions so that they facilitate rather than interfere with the task at hand; to be conscientious and to delay gratification to pursue goals; to be perceived as trustworthy by fellow employees; to recover well from emotional distress; and to adapt to fast changing circumstances. Hence the four component competencies of Self Control, Trustworthiness, Conscientiousness, and Adaptability.

Motivation: This Sub-domain is about energetically pursuing one's goals, taking the initiative and striving to improve, and persevering in the face of setbacks and frustrating events. Hence the three competencies of Achievement Drive, Initiative, and Perseverance.

Social Sub-Domains

Empathy: This Sub-domain is about sensing what people are feeling, being able to take their perspective, and cultivating rapport with a broad diversity of people. Hence the three competencies of Understanding Others, Service Orientation, and Organisational Awareness.

Social Skills: This Sub-domain concerns handling emotions in relationships constructively and accurately reading social situations and networks; interacting smoothly; using these skills to persuade and lead, negotiate and settle disputes, and to cooperate with other members of a team. Hence the eight specific competencies of Influence, Communication, Conflict Management, Leadership, Change Catalyst, Building Bonds, Developing Others, and Teamwork & Collaboration.