Why Informal Feedback is More Effective Than Formal Feedback
Feedback is a crucial aspect of professional development and growth. It enables individuals to identify their strengths and weaknesses and work towards improving their skills. Traditionally, feedback has been given through formal channels, such as performance reviews, appraisals, and evaluations. While these channels are essential, they may not be the most effective when it comes to providing feedback. Increasingly, informal feedback has emerged as a more effective way of giving feedback.
Understanding Formal Feedback
Formal feedback is structured and pre-determined. It is provided through standardized forms filled out by supervisors or managers and often focuses on meeting specific metrics. While this type of feedback has its place, it can sometimes be impersonal and unhelpful to the person receiving it. Additionally, the feedback may not be immediate, as it is usually given during scheduled performance reviews.
The Power of Informal Feedback
Informal feedback, on the other hand, is provided on an ongoing basis and is open, honest and usually result-oriented. It can come from colleagues, superiors, or even clients, and can be given either verbally or in writing. Informal feedback can be positive or negative, but it is often more constructive than formal feedback as it is given in real time and in context.
The Benefits of Informal Feedback
One of the benefits of informal feedback is that it is more immediate. For example, if an employee is working on a project, and a colleague notices an error, they can provide feedback immediately. This allows the employee to make the necessary changes and improve their work quality. Another benefit of informal feedback is that it often feels less threatening. Because it is given in context and on an ongoing basis, it feels more like a conversation rather than a formal evaluation. This encourages the employee to be more open to feedback and more responsive to it.
Examples of Informal Feedback
Suppose a sales representative is working on a new deal. A colleague can provide informal feedback by suggesting ways to improve the pitch or identify potential weaknesses in the proposal. If an employee has difficulty communicating with a client, a supervisor can provide informal feedback by suggesting better phrases to use or offering guidance on how to handle difficult situations. In both cases, the feedback is immediate and contextual, making it more effective.
In Conclusion
While formal feedback is still necessary and valuable, informal feedback is just as important. It provides employees with ongoing guidance and constructive critiques, and helps them develop their skills more effectively. Additionally, it creates a more open and collaborative work environment, where everyone is encouraged to provide feedback and work together to achieve common goals. Next time you have the chance to give feedback, consider using informal feedback and see how it can improve your colleague’s performance.
