Employee feedback is important because it can directly affect the efficiency and production of any business or company. Feedback allows an employee to correct their mistakes, learn their strengths and weaknesses, and receive positive and uplifting feedback. The combination of these three elements can provide benefits to the business. An employee can learn and work on areas of work in which he may have difficulty or in which he can improve. Additionally, it can offer an immediate solution to errors that need to be corrected and conversely, an employee can receive praise and positive feedback for good work which overall can boost morale and improve professional life. By providing useful and effective feedback, an employee can correct and improve their work and, most importantly, become aware of the rights and wrongs of their work and actions in the workplace. Say no to plagiarism. Get a tailor-made essay on “Why Violent Video Games Should Not Be Banned”? Get an Original Essay Knowing this, managers and superiors can give effective feedback to steer employees in a direction to improve production and efficiency in their work and for the company. As an employee, you are responsible for your work and accountable for what is done. And helpful feedback can help an employee fulfill their responsibilities and meet the standards of managers and superiors. The problem arises when employees become defensive about feedback. A defensive attitude to feedback can harm production and efficiency and prevent an employee from reaching their own potential. Helpful feedback is accompanied by truthful criticism of one's work and highlighting errors or weaknesses to resolve problems and find solutions. It is important that an employee can identify criticism as helpful, something they do not shy away from but rather accept and appreciate as an opportunity to improve and improve themselves. But not only is a positive and optimistic mindset on the part of the employee crucial, but the manager or superior who provides criticism should not criticize in a harsh and critical manner, but rather adopt a directional and helping approach to criticize employees and make them aware of their strengths. , weaknesses or areas for improvement. In any defensive reaction, there is fight or flight. Fight with an angry, aggressive, or rejecting defense style. Avoidance, on the other hand, is a more passive acceptance approach to avoiding confrontation. In any criticism, an employee can and will defend themselves in one of two ways. To handle such reactions appropriately, it is essential to know what to do. Typically, in a combat defense, one would allow the "criticized" to express themselves and encourage them to fully express their opinion (1). The most important thing in any combat response is to actively listen and allow everyone to express their opinions and concerns. Dealing with flight reactions is different, instead a manager or supervisor who offers criticism should not allow someone to simply agree and move on, but rather to continue to focus over any gap until there is complete understanding (1). Having the knowledge to understand and control both reactions appropriately can lead to useful effects and critiques that can benefit the employee..