Prestasi & Budaya • 7 MIN BACAAN
Membina Budaya Maklum Balas Berterusan
FEB 28, 2026
Maklum balas yang diberikan pada ketika itu jauh lebih berkesan daripada maklum balas yang disampaikan beberapa bulan kemudian. Berikut ialah cara membina budaya di mana maklum balas yang jujur dan membina mengalir dengan bebas.
Mengapa budaya maklum balas penting
Organisations with strong feedback cultures outperform their peers on innovation, employee engagement, and retention. When feedback is timely, specific, and focused on behaviour rather than personality, it accelerates growth. The challenge is that most people find giving and receiving feedback uncomfortable, so the culture must be actively built rather than assumed.
Model SBI untuk maklum balas yang berkesan
Model Situasi-Perilaku-Impak (SBI) memberikan pengurus dan rakan setugas struktur ringkas untuk maklum balas. Situasi: huraikan konteks khusus. Perilaku: huraikan tindakan yang dapat diperhatikan, bukan niat atau personaliti. Impak: jelaskan kesannya terhadap pasukan, projek, atau pelanggan. Contohnya: 'Dalam pembentangan pelanggan semalam (situasi), anda bercakap melepasi Sarah dua kali ketika beliau sedang menjawab soalan (perilaku). Pelanggan menyedarinya dan ini menjejaskan kredibiliti pasukan kami (impak).' Struktur ini menghapuskan kekaburan dan mengurangkan sikap defensif.
Maklum balas ke atas: menjadikannya selamat
Feedback should flow in all directions, including upwards to managers and leadership. This only works if employees feel psychologically safe giving honest feedback without fear of reprisal. Anonymised pulse surveys, facilitated team retrospectives, and one-on-one check-ins with skip-level managers all create channels for upward feedback. Leaders who visibly act on feedback signal that it is genuinely valued.
Embedding feedback in your tools
Continuous feedback requires little friction. Embed feedback prompts in your performance management platform so that after key events (a completed project, a client meeting, a presentation), a short feedback request is sent automatically. Keep requests brief: two or three questions focused on specific behaviours. Over time, this builds a rich record of feedback that supplements formal performance reviews.
