Good research.

The practice states that the requests of the respondents have different goals from one person to another. Generally speaking, I think most asked for this information in order to help diagnose the organization, and then help them develop. That is why I recommend finding a template for the information, so that they can benefit from it.

I slightly modified the question (asking the good question is a hard job isn't it ?). Any template though ?

I can suggest a template if you provide me with some of your questions.

Margaux Vales There is no such thing as feedback to their interviews. The only meaningful things you could give them back are:

1. Share your findings

2. Share your final model and explain to them how they contributed in its development.

3. Acknowledge their names in your publications or thesis (with permission; wherever appropriate).

4. Share the free copies of your published articles with them so they could see their contributions and also use those for their publicity.

Hope it'd help.

Thanks

Dear Margaux Vales,

I will try to answer your question which reads asfollows: How to give feedback to my respondents on their interviews and organizations ? On the first place you don't need to give feedback on the respondents organizations. However, I continue my communication with respondents first and foremost by asking them to read what I have written after the interview. They make the necessary corrections and give additional information if they find it to be need to do so. I als mention them in the final version of the book or an article or whatever it is and I send a copy of the final product prepared on the basis of the information that they have given.

Best Regards

Desalegn Abraha

Dear Margaux Vales,

I will try to answer your question which reads as: How to give feedback to my respondents on their interviews and organizations. On the first place there is no need to give feedback to the respondents organizations. Bur you can give feedback to the respondents by asking them to give comments on the information that you have received it.

Dear Margaux:

I would follow Prof. Desalegn´s advice. You don ´t need to give feedback about the interviews, what you should do is share with these persons your findings. Humans like and need to know where our work goes, so they are willing to know what were your conclusions.

It´s an important step because if you go on doing research about these subjects, you´ll find help with the people you interviewed before,

Hope it helps.

Regards

Gustavo Concari

Dear Margaux Vales,

Desalegn Abraha gave you a very good advice. In my own practice I wrote letters to the interviewed persons presenting them the text I wished to use in my research and asking their opinion and permission to use the texts and the real names of organizations. Of course, I sent to all responding participants the final text after its publication.

I performed interviews in 20 organizations and received feedback letters from 13 companies. Examples of answers are below:

• "“… I have carefully studied your article. I must admit I read it with great interest! I will have one request for you regarding the savings from one innovation you have mentioned. We would not want to specify that amount, and I would ask you to replace it with a softer wording, for example, “significant financial savings”. As for the rest, there are no comments, the facts are stated correctly ."
• " In accordance with our agreement, I am sending you your text file with our detailed comments / comments / additions, etc. As I explained to you in our telephone conversation on XX.XX.XX, we have only one remark of an important nature. It concerns the share of our company in the market. Not 70% - this has never happened (and never will be), but "pendulum oscillations" in the region of 45 - 55%, depending on the competitive situation and our ability to satisfy our customers. All our other texts are rather additions, clarifications and clarifications to information concerning us. Please note that we do not comment on either your statement of the problem or the conclusions, since we practically agree with them,
• “Only one adjustment is worth making. P. 20 p. 1. - replace “Production Director” with “Sales Director”. Otherwise, everything is correct. It was a pleasure to read, ”
• “After reading your article, we confirm the possibility of using the information provided in it and the name of our company. Very interesting in-depth analysis, ”
• “Dear Prof. Gurkov! With your permission, just a couple of comments. On page 6, where you mention two manufacturers of cans - we and our competitor, we ask you to provide the following sentence --- "in addition to cans, we also produces lids for them, unlike our competitor". This is of fundamental importance.”

Such letters are also a very important source of additional information, not just on particular facts and inevitable small mistakes made during recording of interviews, but on the companies themselves and their attitudes to different things. You may also ask your respondents to use the texts of their feedback letters to prove the validity of your research.

There are only two important disadvantages of that method to get feedback --

1) it the company does not allow to mention its name, you must admit it.

2) if the company does not respond to your request for feedback and during the interview you have not obtained in advance the oral or written permission to use the information in disguised form, you have no right to use that information in your article (book).

Thank very much for all your comments and tips ! I find it very helpful. I also find some litterature with the keywords 'member checking' and 'participant validation'.

Dear Margaux Vales,

Yiu wrote that you also find some litterature with the keywords 'member checking' and 'participant validation'. Can you give a brief explanation of what find including the specfic literature that you have mentioned so that we will be able to read it.

Best Regards

Desalegn Abraha

Hello everybody

In my opinion the rule here is that there is no rule. The important factor is the 'promise' that the researcher makes with the respondents. If the researcher has promised to provide them with the results of the research, or providing them with a summary of the status of their organizations, including for example a brief diagnosis or recommendations, then the researcher should do so. The KEY here is the promise not the literature nor our own practice!

Regards

Margaux, perhaps what your interviewees are asking for is to share the initial findings from your excerpts so as to reassure them that these mirror what they said to you. The issue of giving feedback/comments on interview materials to the research participants should not arise as what is needed is to ascertain with the participants that what you recorded or transcribed is an appropriate representation of their views/opinions/perspectives on the questions you asked. Hope this helps. Interesting discussion point...

Dear All,

We can give feedback to our respondents. I have tried to answer this question last week but I want to give an idea now as to what and how can give feedback to our responents. It is better to ask them after every interview or at the end of the questionnaire how they want to get feedback and if we get their answer to this question it will be very easy to answer the question as to how we can give feedback to our respondents.

Best Regards

Desalegn Abraha

General Guidelines for Conducting Research Interviews https://managementhelp.org/businessresearch/interviews.htm

According to my point of view, you should give a mixture of honest and diplomatic feedback to the candidates which will help them in further interviews.

Appreciate their participation by telling the significance of their contributions and promise that the outcome of your research will solve a specific problem that really concerns them.

Dear Dr Nichol Avendano,

Thank you very much for a very clear and interesting answer.

Best Regards

Desalegn Abraha

Dear Margaux Vales,

How to give feedback to my respondents on their interviews and organizations can not be answered with one simple answer as it depends on the situation. Depending on the prevailing conditions it can take different times and it can be dealt with different mechanisms.

Best Regards

Desalegn Abraha

Dear Margaux Vales,

How to give feedback to my respondents on their interviews and organizations ? This is a good question as the respondents have also the right to get feedback on their responses. I would thus suggest that the interviewer has to ask the respondents as to how they prefer to get feeback on their interviews and organizations before or after conducting the interview. This can help the interviewer to know how to give feedback and he can then act in accordance to the responses and preferences that he gets from the respondents.

Best Regards

Desalegn Abraja

Dear Margaux Vales,

I am just wondering if you have received a sufficient or adequate feedback to your question; How to give feedback to my respondents on their interviews and organizations?

Best Regards

Desalegn Abraha

Dear Margaux Vales,

How to give feedback to my respondents on their interviews and organizations ?

I think this question has to be answered by your respondents/interviewees and it has to be included in any questionnaire or interview questions that you use to collect empirical data. Finally it will be part of the interview and you will collect infrormaation as part of the interview.

Best Regards

Desalegn Abraha