.......feedback provides detailed information related to a task or the individuals performance.
Answers
Answer:
Specific feedback provides detailed ,or specific information on what the employee did well or poorly. For example “the way you crafted these articles to fit togethre to take the client through the sales process is very good”. ... And it creates the impression that you have not thought in depth about their work.
Explanation:
Kinds of Feedback
- Positive Feedback vs. Corrective Feedback
Positive feedback tells the person what they’re doing well while corrective feedback tells them where they need to improve or what they are not doing well.
- Specific vs. General Feedback
Specific feedback provides detailed ,or specific information on what the employee did well or poorly. For example “the way you crafted these articles to fit together to take the client through the sales process is very good”. General feedback on the other hand is very non-specific, such as “good job” or “you did great.” General feedback, for the most part, is not very helpful for employees. And it creates the impression that you have not thought in depth about their work.
- Task-related Feedback vs. Effort-related Feedback
Task-related feedback is specific to the particular project – how was the project done well and how was it not. Effort-related feedback on the other hand relates to the effort or initiative the person took on the project. Task-related feedback is effective at helping people do specific activities better. But often even projects that are performed well will not turn out as expected. Effort-related feedback rewards the process and effort. For example, a new salesperson may do everything well and not make the sale. Task-related feedback provides information on which steps were done well or not, while effort-related feedback helps the person understand if the way they did the work was correct (and over time should result in more success). Effort-related feedback can be particularly effective for tasks where the result is often negative (like sales) and motivation and rewarding a job well done is important to keep the person focused and engaged and to encourage them to stick with the process even though it was not successful this time.
- Outcome Feedback vs. Process Feedback
Outcome feedback focuses on the outcome or result – was the answer correct, did the product work, etc. Process feedback, on the other hand, focuses on how the project was done and the way the person went about the project. Process feedback may include things like did the person ask the right questions or collect the right data, did they check the product properly to see if it worked, etc. Process feedback tends to be more effective at helping build skills or ability to do the project while outcome feedback is more effective at achieving a positive outcome on the task at hand but does not tend to foster long-term growth.
- Short-term Feedback vs. Long-term Feedback
Short-term feedback focuses on projects in the near term and tends to be more specific, such as how the person performed on the last project. Long-term feedback focuses on longer term goals, such as growing to the next level or achieving major career milestones. Short-term feedback tends to be more focused, while long-term feedback is broader, relating to how the person does the job rather than specific tasks.
- Directive Feedback vs. Exploratory Feedback
Directive feedback tells the recipient what to do, or how to do it. It’s a statement or direction like “you need to do X like this”. Exploratory feedback is a conversation, or questioning, to cause the recipient to think about and develop opinions on what to do or how to do it like “what different ways do you think you could do X?” Exploratory feedback is helpful for encouraging employees to develop thinking and problem-solving skills and to expand the way they see problems. But it can be extremely frustrating if the person needs help on the project in the short-term. As a result, exploratory feedback should be used fairly sparingly, and you should talk about the kind of feedback you are giving and let the employee know why you are using this style to avoid frustration.
Answer:
Specific Feedback
Explanation: Specific feedback provides detailed information related to a task or the individuals performance