Getting feedback is essential in life as it is in a workplace. It is imperative to have the best approaches though which one gives information and getting the feedback effectively and constructively without being offensive to others. Getting a feedback will enable a person identify whether or not the information shared was heard, understood and accepted (Lussier & Achua, 2013).  It is nevertheless essential to note that all this involves communication thus making communication in an organization a very important aspect. There are mainly two approaches used to get feedback as explained below;

As aforementioned, there are two approaches commonly used to get feedback. The first common one is where one sends an entire message and assumes that the message has been conveyed with mutual understanding. Approach number two is where one gives an entire message followed by asking ‘’ Do you have any question?’’ (Lussier & Achua, 2013). It is worth noting that the two approaches do not work as far as getting effective feedback is concerned.  For instance, when managers ask whether there are any questions, usually there is no feedback since people have got the tendency of not asking questions. People always think that asking questions is an indication of not paying attention and hence they will always avoid such instances. In other cases people tend to think that they will be considered as not being bright enough to comprehend the message and hence will be reluctant to ask questions.

Another reason why this approach do not work, after managers send a message and ask if there are questions, they then proceed to make another common error. They assume that when there are no questions from the audience, then communication is complete and thus there is mutual understanding of the message (Lussier & Achua, 2013). This is however not the case and the message is always misunderstood and if this continues over a long period, then it can be classified as waste of time material and efforts. It is prudent to note that the most common cause of messages not resulting in communication is lack of getting feedback that ensures mutual understanding. The proper use of questioning and paraphrasing can help one realize effective communication in an organization (Lussier & Achua, 2013). Effective feedback will only be achieved if the receivers of message are not reluctant to point out the sender’s ignorance and avoid cultural barriers that hinder effective communication. It is also vital that managers do not base their conclusions on assumptions that lack of questions means mutual understanding. Instead they should use interactive approach where every person is actively involved.

References

Lussier, R. & Achua, C. (2013). Leadership: Theory, Application, & Skill DevelopmentMason, Ohio: Thomson/SouthWestern.

 
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