An influencer of job satisfaction is feedback. Carol McGowan explores how feedback can influcence job satisfaction and how to give feedback effectively so as not to adversely impact an individuals assessment of their level of job satisfaction.

Some definitions are provided to ensure clarity in relation to the terms being used.

JOB SATISFACTION - this relates to how content an individual is with their job.

FEEDBACK - "feedback is what we do when we offer our opinions or evaluations of someone else's behaviour or performance. It is any communication that gives another person information about how we perceive them and how their behaviour impacts on us". Zeus and Skiffington (2006).

As these definitions indicate both are evaluative responses and hence there is likely to be an element of subjective judgement related to how both the job and the feedback is actually viewed by the affected individual(s). When there is a chance for interpretation this means there can be different views and perspectives reached which adds a degree of complexity in both assessing job satisfaction and providing constructive feedback.

Job Satisfaction

Perceived job satisfaction can have a both a positive and negative impact in the workplace. Some of the aspects it can affect are:

• productivity - staffs willingness to perform to desired and required standards
• morale - staffs attitude towards the performance of their workplace responsibilities
• staff turnover - how long staff are willing to stay with a particular organisation

Some of the factors that can influence the level of job satisfaction experienced are listed:

• relationship with a manager/supervisor location of workplace
• nature and quality of the workplace environment
• degree of fulfilment provided by a work role

Feedback

The one aspect considered to have the most significant impact on job satisfaction is feedback. This can include both positive and negative feedback both of which can be described as constructive feedback.

Factors to consider when delivering feedback are:

• how, when and where the feedback is given to the intended recipient(s)
• how can the feedback be given to bring out the best in the intended recipient(s)
• how can a difficult conversation be conducted effectively
• how might negative feedback/constructive criticism actually be received and interpreted

Feedback can be given at various times and for a variety of different purposes. Some of the key purposes identified include:

• to encourage employees
• to overcome workplace negativity
• to encourage two way conversations
• learning to accept and respond to information provided by others.

When delivering feedback of any sort it is important to be clear on why the feedback is being given to others. In doing this there are a number of key steps that can be considered:

• review and define the purpose for the feedback irrespective of whether it is positive or negative
• have a deliberate goal of being constructive which helps to ensure the right words, tone and body language are conveyed when feedback is being given
• keep the comments based on behaviour and do not make them a personal attack
• have a clear strategy to deal with excuses if they are provided
• ensure people are able to accomplish what they commit to (reducing the likelihood of underperformance)
• be willing to really listen to what the other person has to say and ensure they understand the content and intent of your message as you intended
• do not become defensive regarding the feedback given

If feedback is given constructively and in the right content and context then it can be a very powerful motivational tool. Studies have shown people would rather receive negative feedback (constructive criticism) rather than no feedback at all. It does need to be recognised that this is not necessarily easy to do and it does take some very sophisticated communication skills to be undertaken effectively. One of the best ways to deliver feedback effectively is to ask people what they would like/prefer and then work with that as a base. If you do then job satisfaction and its ensuing benefits are likely to be achieved within your organisation.

Carol McGowan is a Business and Life Coach, Counsellor and Educator. Her passion is helping individuals and businesses to make successful transitions. Carol has over 35 years experience in business as well assisting 250+ people make successful career transitions after having faced redundancy. She may be contacted at This e-mail address is being protected from spambots. You need JavaScript enabled to view it