Nishank Bhatia is currently heading the D2C division at Just Organik. He is a business influencer, consultant and a growth strategist.
With a decade of experience in business building, scalability & strategic innovation, his expertise lies in delivering sales, marketing and business development solutions to organizations leading to increased profitability and overall growth.
He is passionate about leading, training and managing teams. He guides and mentors new startups. He is an avid speaker at public forums across the University of Delhi and has given 200+ business speeches across India.
His interests lie in exploring the world and impacting it with his ideas. He encourages organisations to switch from employee to intrapreneurship model.
In this Interview, Nishank shares his views on the impact of feedback in an organization:
What is your view on documenting/recording the feedback process as a part of an organization?
Documenting feedback is necessary for decision making on various aspects like promotion, appraisal, timelines, deals etc.
For employees, it’s an account of their work history with performance and for managers/organisations, it’s also a record of their leadership performance. A great company is built on transparency, feedback processes always keep a reality check and expectations in sync.
What are the key identification points for good or effective feedback and bad or ineffective feedback?
Good essentially means Effective. The goal is to move forward in cohesion. Hence, feedback that leads the organization/team forward is good.
Also, it must be communicated in the right way. A good feedback must be specific, should solve a problem and should have clarity of purpose. It could be a genuine concern too.
Negative feedback tends to be on the side of bringing someone or a process down and must always be avoided. One of my mentors taught me very early in my career never to share or ask for feedback while you are in a bad mood.
What are some ways to ensure that post feedback, negative feelings like vulnerability or frustration do not set in among the givers and receivers of feedback, in an organization?
What are some ways that you think we can ensure that past bias does not impact the quality of feedback?
How should negative/critical feedback be approached in an organization? Any best practices that you would like to share.
What are the key questions that an organization must ask its employees to get honest feedback about itself?
I like to ask if they are happy with their performance and project engagements. Whether they would like to work on a new dimension or not.
I go deep on culture. I ask their likes and dislikes about it. The third would be to ask them about clarity and understanding of the organisation’s goal and whether they feel aligned with it or not. Then it will be about their salary. Also. I believe employees must be asked if they are in sync with their leaders or not. Productivity is mostly dependent upon clear communication between them.