We see that Leaders need a communication path between them and their employees. We assume that communicating openly as well as frequently is necessary for workgroups and teams to function properly. We see that feedback also is important for leaders to be successful in their roles. We know that purposeful leadership sums up the importance of feedback as knowledge by stating that without knowledge, business leaders can not make educated decisions as well. We know that uneducated decisions lead to a higher rate of failure, which can have detrimental impacts on a business at the same time. 

We see that Employee feedback is something that fosters open dialogue and communication enhances a leader’s credibility. We see that there are Supervisors and managers — particularly those who are newly hired or promoted as well as benefit from employee feedback to establish their leadership roles along with asserting their credibility. We see ith frequent and meaningful feedback employees provide, their supervisors and managers learn more about employees’ job duties and responsibilities, as well as the challenges employees, as well as face in their jobs. 

We know that leaders then take this feedback as well as address employees’ concerns in a manner that demonstrates their credibility. For instance, an employee who is concerned that his sales approach isn’t as effective as it should voice his concerns to his manager as well. We see that the manager then guides on developing an effective, consultative sales approach as well. We know that by doing so, the leader improves his credibility by lending his expertise as well. Certain Online teaching sites provide Online Teaching and the importance of feedback. We see that Supervisors and managers, both of which make up an organization’s leadership team, are responsible for sustaining their job performance as well as meeting the company’s expectations. We see that However, leaders are ultimately responsible for helping their employees meet the company’s performance expectations as well. We know that a key component in any employer-employee relationship is that the employer needs to provide the employee with the tools necessary to meet the company’s performance expectations as well. We see that when leaders and employees exchange feedback, it creates an environment that supports strong job performance at the same time. 

We see that feedback can be supervisor-to-employee on how to improve a process, or it can be employee-to-supervisor on the type of communication style as well that works best for that employee. We know for a fact that employee performance appraisals are feedback especially important for leaders as well as the employees who report to them. We see that at least an annual performance appraisal provides an opportunity for supervisors as well as employees to engage in a two-way dialogue about employee strengths as well as weaknesses, as well as ways the supervisor can train or mentor the employee to improve her job performance or to prepare her for additional responsibilities as well. We know that Annual feedback also is important to determine how to recognize and reward employees for their performance as well as efforts. We know that Many employers have compensation practices that are tied to performance feedback as well as feedback in this instance is essential to determining by what percentage the leader should raise the employee’s salary at the same time.

It also helps in the management of the conflict as well. We see that Workplace conflict creates a toxic environment that affects productivity, as well as employee morale and engagement and, ultimately, company revenue and profitability. We see that feedback is critical when in a leadership position because it enables supervisors and managers to identify a potential conflict between employees as well as the conflict that leaders have with their employees. We see that Leaders who identify workplace conflict by listening to employee feedback can take proactive measures as well as diffuse negative workplace situations at the same time. We know that in addition, understanding there may be the potential for conflict with an employee opens possibilities as well as for conflict management before the supervisor-employee relationship is destroyed at the same time. This can help them grow as a leader.