A report on the benefits of the interpersonal skill of feedback in

the workplace

Report prepared for

Dr Greg Nash
Course Coordinator
Communication & Thought

Prepared by
Joseph Davies
University of the Sunshine Coast
Queensland
April 2015

Word count: 315

Referencing style: Harvard

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2.0 The definition of interpersonal communication

Interpersonal communication is unique type of communication that occurs between
individuals when they acknowledge each other as human beings (Wood 2013). Furthermore,
it can be defined as an ongoing transactional process that creates shared meaning between
individuals (Wood 2013).

3.0 The interpersonal communication skill of feedback and the

benefits of feedback in the workplace
3.1 Explanation of the interpersonal skill of feedback
Feedback is a communication process that occurs between two people, through formal or
informal channels, when one conveys guidance and encouragement to another (Baker et al.
2013; Eunson 2014). Poor feedback skills can have a negative impact on performance and
lead to a lack of understanding by the receiver who may perceive the feedback as a threat
(Baker et al. 2013). In contrast, assertive feedback that is clear, simple and communicated in
a timely manner is much more effective (Baker et al. 2013; Eunson 2014). When feedback is
given in an effective way, it is less likely to be rejected by the receiver. Effective feedback
adheres to the company standards for performance, focuses on the problem, and provides
clear instructions on how to resolve the problem in accordance with the organisations goals
(Sommer & Kulkarni 2012).

3.2 The benefits of employee creativity, motivation, and reduction of conflicts by

employing feedback in the workplace
Firstly, feedback helps reduce workplace conflict and tension while increasing productivity
by reducing the size of an individuals misunderstandings (Eunson 2014). This benefit is
achieved by being open to receiving feedback and giving feedback through self-disclosure
(Eunson 2014). Secondly, feedback encourages self-development, promotes creativity, and
increases employee motivation by creating a physiologically safe organisational culture that
encourages continuous and informal feedback through mutual communication (Baker et al.

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2013). Finally, feedback helps businesses to maintain a strong organisational culture by

emphasising organisational goals, motivating employees, and building relationships based on
trust (Baker et al. 2013).

List of References
Baker, A, Perreault, D, Reid, A & Blanchard, CM 2013, Feedback and organizations:
feedback is good, feedback-friendly culture is better, Canadian Psychology, vol. 54,
no. 4, pp. 260-268, doi:10.1037/a0034691
Eunson, B 2014, Interpersonal skills 2: listening, questioning and feedback, in G Nash (ed.),
Communication and Thought (COR109), pp. 212-41, John Wiley & Sons, Milton, Qld.
Sommer, KL & Kulkarni, M 2012, Does constructive performance feedback improve
citizenship intentions and job satisfaction? The roles of perceived opportunities for
advancement, respect, and mood, Human Resource Development Quarterly, vol. 23,
no. 2, pp. 177-201, doi:10.1002/hrdq
Wood, JT 2013, Interpersonal communication: everyday encounters, 7th edn, Wadsworth,
Boston, MA