The Evolution of Feedback (in business)

The Evolution of Feedback (in business) A (short) History Lesson: 1939-1945 German military among the first to use feedback from multiple sources to evaluate performance during WWII. 1945-1950 Kurt Lewin founds National Training Laboratories. Psychoanalysis introduced as a discipline, claiming participants could learn more about themselves through insights from others. 1990-2000 Social psychology and feedback methods applied in businesses. William Mercer report: 40% of companies use feedback processes in 1995. 2000-Present Widespread Internet access spreads feedback methodologies to global audiences. 90% Fortune 500 companies use feedback processes. 360 Employed US Adults 50% feel more valued when performance reviews are focused on helping them succeed in their role 37% said they've been given useful feedback from their manager 21% receive peer feedback – but 43% said peer feedback would be the most valuable to them. 13% receive feedback from project leaders (Cornerstone/Harris poll, 2011) Into the future... Moving forward, feedback is driven by the employee on a continuous, real-time basis. Mirroring social networking behaviour, employees crave instant and meaningful feedback to develop their skills and advance their careers. 7 criteria for effective feedback: The feedback provider is credible in the eyes of the feedback recipient 2 The feedback provider is trusted by the feedback recipient 3 The feedback is conveyed with good intentions 4 The timing and circumstances of giving the feedback are appropriate The feedback is given in an interactive manner 6 The feedback message is clear 7 The feedback is helpful to recipient Geese wwW.7GEESE.COM Sources consulted include: Cornerstone/Harris (2011) Edwards & Ewen (1996) Fleenor & Prince (1997) Jenkins (2002)