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Employee feedback examples

Employee feedback is used to determine how well an employee is fulfilling key skill and competency areas. Constructive feedback at work is an essential managerial task because it helps identify specific strength and areas needed for improvement. Employees are the most important asset to any organisation, as they play a major role in the success or failure of any company. Ineffective feedback can affect the productivity of the employees and destroy any form of company culture.

According to a wikipedia article a  Company or organisation culture encompasses values and behaviours that “contribute to the unique social and psychological environment of an organisation. However, this definition can be expanded to include the company's genetic code. the sole proprietor is usually the one who determines the company culture, as they often will hire people who have the same mindset as them. A Company culture can be seen as the company personality and defines what a company is like. Company culture can include the company mission, values, ethics, expectations, goals, and work environment.

How a company goes about implementing performance reviews and feedback cycles depends on how management see the performance feedback system unfolding. They may think that annual performance reviews are effective, or may want to adopt employee feedback  system that is ongoing and continuous.

 

Companies which are highly bureaucratic and well structured typically follow a culture with extensive controls. Employee will typically follow standard procedures with a strict adherence to a hierarchy and well defined individual roles and responsibilities. On the other side of the spectrum companies that are collaborative and approach hierarchy in a free form and open way will generally have a decentralized workforce with integrated inotes working together to find solutions to problems.

Strong corporate cultures indicate that employee are like-minded and hold similar beliefs and ethical values. These beliefs and ethical values align with business objectives and can build team rapport and trust quickly. the bonds that the teams build help them to avoid conflicts and focus on task completion. By developing a strong culture, companies can ease communication of roles and responsibilities to all individuals. employees know what is expected of them, how management assesses their performance and what forms of reward are available.

It’s imperative that organisations structure their recruitment processes in such a way that it attract like minded employees. This ensures the new employees assimilation to the company and further strengthens corporate culture. Companies should also ensure that they align culture with performance management. When culture and employee management are not aligned, management must redirect them so that employee behaviour results in the achievement of organizational goals.