MSG Team's other articles

9708 How to Know Your Employees? – Tips for Managers to Know their Team Members

Managers need to know their employees for them to feel valued and indispensable for the organization. Even the best of salaries and facilities would not help you retain your employees, if you do not appreciate and acknowledge their hard work. You need to know your employees’ well – their capabilities, skill sets, expertise and also […]

9746 What is an HR Scorecard and How it Helps Contemporary Organizations?

The Evolution of the HR Function through the Decades Traditionally, Human Resources or HR was viewed as a support function whose primary role was to take care of payroll, time tracking, and disputes between the unions and the organizations. Indeed, in the manufacturing era, the term used for HR functions was personnel management and industrial […]

11495 Talent Marketplace

Organizations nowadays are becoming employee centric. Employees are asked to or assigned projects that pertain to their skills and abilities and what they are best at. To put it other words, jobs are designed around people now and not vice versa. They is an ever increasing emphasis on developing training and development strategies in organizations. […]

10213 Making Money Online – An Introductory Overview

Making Money Online If you have ever browsed the internet for extended periods, then you would have probably come across websites and ads for websites advertising ways and means to make money online. Indeed, it is hard to miss the ubiquitous and ever present “banner ads” which scream for your attention and promise to double […]

12368 Why is Everyone Talking About Artificial Intelligence Suddenly and How it Matters to All of Us?

Understanding the Sudden Interest in Artificial Intelligence by Explaining the Impact on Us Unless you were on another planet and just returned to Earth or you were in a cave, shut off from the world, you wouldn’t have missed the “sudden” explosion in interest around Artificial Intelligence. Right from serious editorials to comical takes on […]

Search with tags

  • No tags available.

Feedback after any form of assessment or evaluation helps in mirroring the information regarding their performance to the candidate and also initiates the learning process in them.

An objective, transparent and respectful conversation needs to be conducted during feedback to drive home the points which the participant needs to work upon.

Giving feedback is never easy not even for an external consultant conducting an assessment in the organization and when assessments are done internally it becomes all the more important that the feedback process is handled delicately.

It sure does not mean that the points which address the negative aspects of a candidate’s personality are left un-discussed; neither has it to be sweet talked or disguised.

There are certain considerations which can guide an assessor during feedback:

  • A cliche which works effectively, is to open the session with a positive feedback

  • It also helps in knowing the expectation of the participant from the feedback session, it acts as a compass for the assessor

  • The assessor needs to be very specific and stick to the pre-defined parameters or competencies to make reference

  • Whenever possible examples should be cited to help the participant understand better

  • Involving the participant is important, feedback has to be a dialogue and not a monologue which means that the participant should be given an opportunity to discuss their career aspirations, motivations, experience of the assessments etc

  • Assessors need to be patient and display great listening skills to create the required trust and rapport with the participant

  • The participant should be allowed to explain the intent behind their actions and differing opinions whenever appropriate

  • The assessors should refrain from passing a judgmental statement, their statements have to be suggestive rather than stated as absolute truths

The feedback provider has to remember that feedback is also a mechanism to learn for people. We might as well make a reference to the Johari Window, here:

Competencies - Johari Window

The feedback should aim that the participant gets aware of both the areas of strength and areas of development. It should encourage introspection, help participants draw inference and reach conclusions.

People are very good at hiding any feeling of hurt and upset. However, beneath the fa ade lies a demoralized and de-motivated individual.

For example, some participants might start thinking “if that is what I am like, am I really going to get where I want” or “Is this they think of me” such situation require very careful handling of feedback else it can become the road to frustration.

If the desired level of trust does not exist between the assessor and the participant, the facilitation of the feedback discussion becomes very difficult and the purpose is defeated.

If assessors share the outcomes and feedback with the participant without allowing discussion or comment, the feedback session becomes a fiasco.

Where participants do not share hopes, aspirations or intrinsically commit to their development actions no further progress can take place.

Some participants may also blatantly refuse to accept the observation and information provided by assessors and could externalize reasons to validate their behaviors, even questioning the entire assessment process.

For example, “these exercises are not relevant to my work situation” or “I work in the XYZ industry and this is not the case there” or “this is just an exercise we did, actual work is very different”.

This is an attempt at blocking discussion around their performance being examined.

Participant age and demographic profile also strongly impact their perception and expectations from assessors.

Older, more experienced and senior participants feel vulnerable being observed by juniors or internal colleagues.

Hence, a lot of planning is required before the feedback session. It helps if the assessor can know the profile of the participant before-hand as it later helps in navigating the feedback discussion appropriately.

And in the end it is important to remember the very basic principle of androgogy that adults learn if they find the learning relevant to what they do.

It is important to link feedback to the everyday work of the participant and how improving can have positive effects on their work also can be outlined.

This helps in greater acceptability of feedback.

Article Written by

MSG Team

An insightful writer passionate about sharing expertise, trends, and tips, dedicated to inspiring and informing readers through engaging and thoughtful content.

Leave a reply

Your email address will not be published. Required fields are marked *

Related Articles

The Process of Competency Based Assessment

MSG Team

Ethical Considerations in Competency based Assessments

MSG Team

What is Competency Based Assessment – Meaning and Important Concepts

MSG Team