It can hardly be doubted that feedback is a “crucial part of the communication process from the simplest to the most complex ones (Haberstroh, 1960, p. 165). ” The importance of feedback can be observed in business communications, whether the feedback is constructive or destructive. In the business realm, communication plays a vital in the exchange of relevant and reliable information. Almost all significant activities engaged upon by any business involve communication. Feedbacks are, generally speaking, one of the many different ways in communicating in any discipline.
Since business primarily involves communication, there is strong reason to believe that feedbacks also share a significant portion of these communication activities in businesses. For the most part, feedbacks are “forms of responses that address a certain issue or activity (Brien & Stafford, 1968, p. 19). ” While feedbacks serve as indicators of how well a certain activity has been performed or how a specific issue has been resolved or addressed, they also serve as foundations for further attempts to either address an issue or achieve an objective or goal.
For instance, a feedback from clients on how the food service crew of a food establishment deals with the clients serves as a basis for the management to take the necessary action such as giving incentives or sanctions to the crew depending on the feedbacks. Destructive feedbacks are essentially responses that destroy the credibility or status of an individual or a group which may usually be baseless. For example, a destructive feedback stating that the food service crew has neglected proper cleanliness of tables when in fact the crew has carefully cleaned the tables may destroy the crew and the business’ status or credibility.
On the contrary, a constructive feedback is a response, either positive or negative, which seeks to encourage higher performance or expectations from the food service crew of a restaurant. As Herold, Liden, and Leatherwood note, “feedback on employees’ performance in work organizations” is “important for the learning and maintaining of work-related behaviors” (Herold, Liden ; Leatherwood, 1987, p. 826).