An Employee Perspective Essay

This error communication situation confuses employees performance and motivation. Moreover, permit the job feedback become useless and destroy the employee relationship. Therefore, this assignment is to find appear the problem of H&Ms Job Feedback by using employee perspective. Moreover, enables employees to become more than loyal to the company while they also take in toward achieving their long-term career goals. Keywords Performance & motivation, Brainstorm, Job Feedback, EPAC Introduction & Background Feedback is an anomaly. tidy sum have a general sense that feedback is good to give and receive. Therefore, quick feedback is critical when we are learning, especially when we do not know what we do not know. Equally important are the attitude of the sender and receiver and the individual providing the critique (London, 2003). A good feedback will provide imperative encouragement because they want to convey their genuine interest. When employees feel leadership has their r uff interest at heart, they are inclined to make corrections and more likely to modify their behavior.Most people want to perform salubrious and they want to know when they are doing something incorrectly. They want constructive a controlling feedback by the leader, and they appreciate criticism when it is present in a optimistic manner. Therefore, feedback is an essential ingredient of an employee development program because people use knowledge about themselves to formulate their career goals, get better performance and motivation. H&M believe in being straightforward and apply the absolved door principle, which gives employee the right and opportunity to discuss die hard-related issues directly with management.However, in H&M Hong Kong, employee cannot search any good feedback to provide positive encouragement for their job, this situation shows very critical in the area of Part- sentence gross sales Advisor in Hong Kong. Managers are using less clock to being seriously to the employee of parttime sales Advisor. It is because the manager thinks they will not work as a long-term rung (less loyalty) and the role of Part-time staff is less important than the full-time staff. Manager tends to give less time to encourage them by using constructive feedback but harmful feedback.Destructive feedback is abusive. Although the word abusive may seem extreme as a description of workplace behavior, it occurs, and can be destructive to employees performance, careers and self-esteem (Bassman 1992). Therefore, H&M Part-time employees are less receive any chin wag by their managers. Nonsensically, according to the HR Data of H&M at 2009, there are over a half (55%) of employees are Part-time in H&M around the world. mainly work as Part-time Sales- Advisor. Therefore, if the managers in Hong Kong keep ignore and use less time to encourage them by using constructive feedback.