CHRO builds effective feedback processes that reduce and enhance work performance

The CHRO (Chief Human Resources Officer) builds an effective feedback process to reduce barriers and increase job productivity. In businesses or workplaces, feedback is crucial, with employees typically receiving feedback from superiors and managers.

Furthermore, feedback is one of the elements in the communication process model developed by mathematician Claude Shannon and engineer Warren Weaver in 1949. The model consists of five components: the sender, encoding process, communication channel, decoding process, and receiver. These five components work together to facilitate the communication process.

During the information and feedback exchange process, both the giver and receiver of feedback encounter various challenges and barriers, including:

1. Lack of Specificity: Some feedback may be vague or not provide enough specific information about the strengths or weaknesses of the recipient, making it difficult to understand and implement improvements.
2. Communication Difficulties: Superiors may face challenges in effectively conveying feedback, especially when dealing with negative reactions or resistance from the feedback recipients.
3. Lack of Respect: Feedback may not be delivered in a respectful manner, causing employees to feel judged or belittled, leading to dissatisfaction and resistance.
4. Resistance to Accepting Feedback: Feedback recipients may struggle with confronting their weaknesses or mistakes.
5. Lack of Mutual Context: Superiors and subordinates may not fully understand each other's contexts, pressures, and challenges, resulting in inappropriate feedback.
6. Lack of Specific Improvement Plans: After receiving feedback, recipients often don't know what to do next or fail to create specific plans for improvement.
7. Unilateral Responsibility: Superiors and subordinates may place the entire responsibility on one party without actively seeking solutions together.

In this context, the CHRO can implement various initiatives to positively impact different aspects of employees' performance, reduce barriers, and enhance feedback and communication. These initiatives may include training in feedback methods, communication skills, management, leadership, effective feedback giving, conflict resolution, and more. However, the most crucial aspect is establishing a feedback process that truly suits all members of the organization.

An effective feedback process should be standardized and become a rule for all employees within the organization. Specifically, the feedback process consists of eight steps:

1. Define Feedback Goals: The first step is to identify the specific objectives of the feedback. Both the giver and receiver of feedback need to understand what the goals are.
2. Prepare for Feedback: The feedback giver should prepare meticulously, including gathering relevant information and planning how to present the feedback in a specific and constructive manner.
3. Feedback Meeting: The feedback meeting is where the giver and receiver of feedback come together. During this meeting, the feedback giver presents specific information about the recipient's performance or behavior and may provide suggestions or recommendations for improvement.
4. Listen and Interact: The feedback recipient needs to listen sincerely and not immediately resist. They can ask questions to clarify information or request additional details.
5. Discuss and Build Improvement Plans: After the feedback giver has presented, both parties should discuss specific points and create an improvement plan. This plan should include specific action steps and deadlines.
6. Monitor Progress: Both the feedback giver and recipient need to monitor the improvement process and regularly assess performance to ensure that goals are being achieved.
7. Provide Regular Feedback: The feedback process should be ongoing, with regular feedback and adjustments over time.
8. Evaluate Effectiveness: Finally, the effectiveness of the feedback process should be evaluated, and improvements should be considered. Both the giver and recipient of feedback should contribute to this evaluation process.

This process should be flexible to meet the specific needs and characteristics of the organization. It should also be conducted in a respectful and supportive environment to ensure that feedback contributes to personal development and organizational success.