adminHR Column Hector Moyo
TODAY’S article has to be a thanksgiving type article, on account of my experiences around the feedback phenomenon. Feedback, in simple terms refers to responses or comments given as a result of some action, whatever the action. For instance, we ordinarily respond to a good joke by laughing and invariably the teller of the joke then feels good and probably tells more and more jokes. If people do not laugh in response to a joke, the teller either tries to tell a better one, but more often than not, they invariably do not continue telling the jokes, unless they are stand-up comedians (those paid to tell jokes)- no jokes no income!
It is, however, perturbing to note that many of us do not realise the important role that feedback plays in our lives.
Before delving into the role of feedback in a writer’s world as an example, let me quickly explore what oil does to machinery. In industry the worker sooner or later learns about the importance of oil as a lubricant in engines or moving parts.
Drivers will tell you that if you want your car to perform better, you have to ensure that the oil in the engine is changed periodically, or it can lead to an engine knock (failure). The principle is that if you do not lubricate moving parts, in any type of moving machinery parts, this compromises performance, and as a worst case scenario, leads to poor performance or permanent failure.
Today’s article is a reflection on the feedback that I have received from my dear readers over the years, on each and every article I have written, and particularly on the one I posted last week, on self-actualisation.
Feedback on last week’s article
I did indicate that the article on self-actualisation was a peak for me as writer and this was indeed confirmed by those who read it and gave feedback.
I was writing about a subject that I am passionate about, a subject that talks to humanity and giving, I was talking about heroes and heroines.
When you hear an elderly person saying, “Wena mfokazibana, ikhanda lakho alithathi,” it is either you have messed up big time or you have done something unexpected or wonderful. This becomes rich feedback, which is only known by my generation or those before it.
The present generation would cry foul and call it child abuse! I got this type of feedback from umama okaThebele. It was indeed a mark of appreciation for what I had written about her cause as a broadcaster par excellence. Thank you mama for the feedback, you made my day.
Talking about what we used to do, a reader called to say, “Hekita, I like what you are passing on to these youngsters, our rich heritage. They need to know the truth. Thina we used to run whenever we were sent on errands by the elderly, just to be thanked and to be told that you are a good boy. Not these days,” he continued.
I am sure the young generation will get to buy and read my forthcoming book entitled Passing the Baton Stick — oh I cannot wait for the launch! Other readers either sent e-mails, sms messages or phoned, giving feedback of one kind or another, all very positive. Thank you to one and all, I say.
What feedback has done for me as a writer?
When I started writing, I thought it was going to be for a season, for I was not certain whether it was going to be worthwhile or not. One season has translated into many seasons, on account of the feedback from my readers. The feedback has provided direction and also motivation for me to continue. As human beings, we cannot take this feedback lightly, you have to act on it, and also be grateful for it, for it literally grows you.
As I put finishing touches to the compilation of some of the articles I wrote, towards a publication to be launched soon, I give praise to all those who have given me feedback, over the years. In fact, the book idea was the result of feedback from a friend in the Diaspora- thank you, mate.
Feedback in the work place
We are moving towards the end of the year and feedback becomes critical for the worker. Some companies run incentive schemes based on employee performance. This is supposed to be performance over a year’s period, and not performance towards bonus time, dear supervisor/manager/employee!
Every employee, at this time of the year, is keen to find out what his supervisor/manager thinks about his performance, the logic being to find out if the employee is a candidate for a bonus or not. Poor performers ordinarily are not given any bonus, hence the importance of this feedback.
I have a different view on how things ought to be done. Supervisors/managers have actually corrupted a motivational tool, originally meant for productivity improvement purposes. Employee performance is supposed to be reviewed periodically, with the sole aim of improving it.
Feedback therefore, should facilitate this, and should be given throughout the year and not towards Christmas time only! Dear employee, if you are not getting feedback on your performance regularly, go ahead and ask for it from your supervisor/manager. It is your legitimate right as a worker, to receive this feedback! Mindsets (employer/employee) have to change around the phenomenon of feedback, I argue.
Take home this week?
Feedback is as important to the giver as it is to the receiver. It has to be constructive and not destructive. Both the giver and the receiver have to be positive about it, if it is to accomplish the intended results.
I have used feedback given me to advantage dear reader, how about you?
It is time for me to rest my short but meaningful case for today.
Send your views to e-mail address hecandbe@ gmail.com or sms 0777556081.
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