Do you receive sufficient feedback about your performance? هل تحصل على رد فعل/انطباع كافي عن ادائك في العمل؟

It is a business culture issue for most, I personally had experience with British, Arabic and German, I appreciate the German way where feedback sounds to be a daily bread and it is even turn to be automatically to help people being confident with what they do and eliminate to the maximum any personal judgement or tension that may arise within the team.
Feedback needs first an established system of communication where any bottleneck can be detected professionally and addressed on the right time.
I do have feedback and give feedback in a daily basis since we are solution oriented and solution is what we should get to.

Actually, sufficient is a relative term.
I have received many feedback from my higher ups and customers.
But I will never forget this one in my life.
It was perhaps1993.
One of my customers, who became my friend and soccer buddy latter on, wrote me a letter.
Although I don't remember the letter exactly, but here is what it meant: Dear Aijaz.
I never paid anything to anyone in advance in my life, let alone to a stranger salesman, whom I had never met in my life before.
I don't know what did you do to me that made me write you the check in full amount in advance.
As much as it was strange to me I am glad that I did.
Sir, it is honor to call you a friend.

Dear Ahmed, Yes , i have always received feedback as a subordinate and have been giving feedback to personnel at all levels once I was elevated to top management positions.
People need to be told how they're doing.
Without feedback, you're walking blind.
At best, you'll accidentally reach your goal.
At worst, you'll wander aimlessly through the dark, never reaching your destination.
Ina good to great organization, where principles of "management by support" are effectively in place, a well defined performance management system ensures appraisal of personnel , policies, processes , practices and methodologies adopted, as a crucial step in ensuring that an organization is on right course of sustainable growth.
Role of the management Feedback goes beyond managers.
It extends to co-employees and even customers.
Encourage your employees to talk to management and report problems to resolve any issues.
It is easier to motivate workers in an open culture of communication than if they are afraid to speak up.
Effective and timely feedback is a critical component of a successful performance management program and should be used in conjunction with setting performance goals.
If effective feedback is given to employees on their progress towards their goals, employee performance will improve.
People need to know in a timely manner how they're doing, what's working, and what's not.
Feedback can come from many different sources: managers and supervisors, measurement systems, peers, and customers just to name a few.
However feedback occurs, certain elements are needed to ensure its effectiveness.
Specificity Feedback works best when it relates to a specific goal.
Establishing employee performance expectations and goals before work begins is the key to providing tangible, objective, and powerful feedback.
Telling employees that they are doing well because they exceeded their goal by10% is more effective than simply saying "you're doing a good job." Timeliness Employees should receive information about how they're doing as timely as possible.
If improvement needs to be made in their performance, the sooner they find out about it the sooner they can correct the problem.
If employees have reached or exceeded a goal, the sooner they receive positive feedback, the more rewarding it is to them.
Manner Feedback should be given in a manner that will best help improve performance.
Since people respond better to information presented in a positive way, feedback should be expressed in a positive manner.
This is not to say that information should be sugar-coated.
It must be accurate, factual, and complete.
When presented, however, feedback is more effective when it reinforces what the employee did right and then identifies what needs to be done in the future.
Constant criticism eventually will fall upon deaf ears.
Confidentiality Employees expect their leaders and managers to keep information confidential.
If you break that trust, it is difficult to build it back up and your employees will stop coming to you with problems.
Avoid gossip or delegating, and confront any issues yourself, directly with the employees involved.
If you stand by your convictions and your employees know they can trust you, they will have more respect for you.
Performance will improve, which will make your organization more effective.
With effective feedback processes, employees won't be working blind and, hopefully, will reach their destinations successfully.
I hope you find my inputs adequate and as per expectations.
Good Luck

I personally think the amount of feedback on your performance depends mostly on the nature and the personality of the manager you work for.
My current boss is a man of few words.
His feedback is mostly very subtle but I always get the feeling that he is very appreciative.
So that works out for me just fine.
On the other hand, I am quite expressive to my subordinates and generally appreciates them on their good work in different ways.
I found them to be very loyal and open to me as I am to my boss.
I strongly advocate that if we all concentrate on delivering the best results possible for the company, the rewards (increments, promotions, bonuses) will absolutely come our way.

Yes, continuous feedback is vital for every individual to perform better.
Effective and timely feedback is a critical component of a successful performance management program and should be used in conjunction with setting performance goals.
If effective feedback is given to employees on their progress towards their goals, employee performance will improve.
People need to know in a timely manner how they're doing, what's working, and what's not.
Without feedback, you're walking blind.
At best, you'll accidentally reach your goal.
At worst, you'll wander aimlessly through the dark, never reaching your destination.
:)

لا ...
وهذا يؤثر سلبا فى ادارة العمل وعلى تحقيق الأهداف المرجوه فى هذه الحاله أحاول أن أستعيض عن قلة التواصل والمتابعة من المدير بأن اتواصل انا معه بشكل مستمر ومحاولة الاقتراح و الايحاء له ببعض الافكار التى من الممكن أن تؤدى الى تطوير الاعمال

نعم واذا حدث ولم اقيم من قبل مديرى احاول جاهدا للتطوير من ادائي لكي اجذب انتباهه لكفائتي

I often receive feedback from my clients on business transaction and post sales activities.
I always have a feedback mechanism not only from my bosses but also from my subordinates.
It is equally very important to know from your subordinates as to what they think about you.
Feedback from all quarters must be welcomed and a positive approach to it as the feedback is a huge opportunity for improvement, learning, self development and business.

نعم فى غالب الاوقات

No...
and this is disappointing

lit depends on the seniority level of employees , senior level shouldn't have intensive feedback and interaction with his direct manager , juniors should be managed more closely by managers because their skills and expertise are not solid yet and they need guidance and steering