Giving employee feedback has moved away from the once-a-year model to providing feedback on a continuous basis during the year. For years, many managers only gave yearly annual performance reviews where they would also take this time to give their employees feedback. These times are now changing. Many companies have realized that feedback deserves to be given on a more regular basis and are observing the benefits that this provides. By providing employee feedback in real-time with regular touch points, you can ensure that performance levels are measured and improved upon. It will also make sure that employees are actively working on improving any skills and have taken all feedback on board.
If you are a leader who is unsure as to the best practices for giving employee feedback, do not fret. Below, we mention the top practices that you should keep in mind when conversing with your employees in regards to their performance feedback.
Being tasked with providing your employees with feedback can be a daunting task for many people, yet it is one that you need to get right. Whether the feedback is negative or positive, there are certain guidelines you should follow to make sure that the process goes as smoothly as possible while ensuring that the employee finds the feedback both constructive and beneficial.
One of the most important factors of providing feedback is timeliness. Don’t wait until eight months down the line at an annual review, rather give your feedback to an employee as soon as possible. Whether you are praising an employee for a great presentation or providing them with some recommendations for improvement, employee feedback is more effective when given in real time.
Do make sure that you are specific in the feedback and recommendations that you provide to an employee. Effective feedback is not simply telling an employee that they did a good job but rather pinpoints exactly what it is that you liked or disliked about their performance. Avoid being vague when sitting down with an employee to give feedback instead, provide them with strong examples of areas where they can improve or which qualities benefit your team the most.
Do not provide feedback on situations or circumstances that were out of an employee’s control. Regardless of how skilled or experienced an employee may be, there will be occasions when things happen outside of their control. For example, if an employee was provided with a task outside of their job profile or that they weren’t made aware of, it wouldn’t be fair to comment on this element. You should focus, however, on the elements that they do have control of and comment on their performance.
Employee feedback should be a two-way conversation. Do create an environment that welcomes a reciprocal dialogue and allows them to openly talk with you regarding aspects of the feedback you have provided. This gives your employees an opportunity to provide their own perspective on how they have been performing. Collaborating with your employees in terms of feedback and having regular touch points with them ensures that you can address any performance issues that arise and gives you the opportunity to stay up to date with your employee’s satisfaction.
There is no denying the benefits that receiving feedback gives to an employee from constructive feedback, higher morale and a better sense of direction in their job role. All employees want to ensure that the tasks they carry out will be beneficial for a company’s bigger picture but without the right guidance, it can be hard for them to stay on track. By providing employee feedback that is timely, specific and in a real-time on a regular basis, you can be sure that employee performance will soar.