By Renzie Jan P. Baguio, ADAS III, SDO Nueva Ecija

The human resources are the most important assets of every organization. They are
the lifeblood of the organization. Many of them aspire to have a healthy professional career.
This path may include excellent values shown at work, creating more career opportunities
and continuous learning roadmaps. Employees would look for an organization where these
factors are being considered as relevant especially to those that are goal-driven and would
always want to deliver quality service to stakeholders. One way to validate if the organization
is ensuring that they are grooming an environment where their employees feel valued,
engaged, and appreciated is through taking and understanding employee feedbacks. By
asking the feedbacks, the employees can feel heard, appreciated, involved, and respected.
Taking employee feedback and assessing how they feel about themselves and the organization
is the best way to gain understanding of their pulse. If the employees feel that the
administration is concerned about them and their needs, they are more likely to feel fulfilled
and satisfied at work. When someone gives feedback, it may seem like they’re attacking you
but they’re really doing you a favor, it’s like they are holding up a mirror for you to see your
actions from a different perspective and they can even show you the consequences of those
actions. Most of the time we’re unaware of how and why we react to hard conversations but
how you react will influence whether or not people will give you feedback in the future or just
keep it in.
In addition, employee and client feedbacks can also be the medium to assess the
effectivity of the organization. These insights and reactions may be taken and used in a
positive way even if the feedback may contain negative comments. These feedbacks may also
give suggestions that the organization can use. Suggestions and alternatives may be derived
from these negative feedbacks, converting problems into solutions and eventually these
solutions into better service delivery. Feedbacks help the organization estimate or gauge how
their performance and processes are being perceived. And the management can then adjust
their procedures, rulings and even hoe they treat their employees. For example, in a
government institution like the Department of Education, the Division Office shall give
instructions and regulations regarding new guidelines set by the Central Office down to all
District Offices, in order for them to standardize their instructions, there will be issued
memos. If the clients being served at the District Offices have questions and reactions, their
feedbacks should be asked for better understanding. Through this effort, the Division Office
can then identify if they need to modify their message and strategize accordingly to better
serve the public.

Throughout the operations of any organization, there will always be critical feedback.
This negative feedback can be hard to handle at times but the organization can always draw
the right conclusions from these things. The management should always remember that
smart people with good intentions do not just give negative impressions but also a way to
improve the organization. The receiver of the feedback should take time to process criticisms
and keep in mind that nothing is perfect and there’s still a lot of work to do.
Feedback allows the organization to monitor their performance, it can be a great
opportunity to practice intellectual humility among the members of the organization in order
to become better workers delivering better service.