Escape the Performance Feedback Maze: Master the Art of Giving and Receiving Feedback
by Manoj Kumar online marketingLet's be honest, most of us would
rather avoid that awkward annual performance review. For managers, it can feel
like walking a tightrope. For employees, it's often a mix of anxiety and
wondering if anything you say will even matter. But what if feedback didn't
have to be a once-a-year ordeal?
The truth is, that effective performance
feedback is an ongoing conversation. When done right, it's a powerful tool for
growth, motivation, and aligning everyone towards company goals. Let's ditch
the outdated "maze" approach and instead build bridges of productive
communication.
Tips
for Giving Feedback (Managers and Leaders)
- Shift Your Mindset: Feedback isn't about judgment,
it's about guidance. Approach it with a desire to help your employees
develop, not tear them down.
- Be Specific and Timely: Don't save up feedback for the
annual review. Address both wins and areas for improvement as close to
real-time as possible, using concrete examples.
- Focus on the Behavior, Not the
Person: “That
report needed more research" is more constructive than "You're
careless." Frame feedback around actions that can be changed.
- Make it a Two-Way Street: Ask open-ended questions like,
"How do you feel things went with that project?" or "What
support do you need to overcome this challenge?". This encourages
employee ownership.
- Deliver in the Right Setting: Sensitive or complex feedback
is best-done one-on-one, not via a company-wide email. Consider the
person's preferred communication style as well.
Tips
for Receiving Feedback (Employees)
- Check Your Ego at the Door: Even if it stings, try to view
feedback as an opportunity for growth. Avoid defensiveness.
- Actively Listen: Don't just wait for your turn
to talk. Focus on understanding the manager's perspective, even if you
disagree initially.
- Ask for Clarification: If unsure about specific
points, say things like "Can you give me an example of what you mean
by..." or "How would you suggest I approach this differently in
the future?"
- Own Your Development: Proactively ask, "What
are some resources, training, or things I can do to improve in this
area?" This demonstrates initiative, not just passivity.
- It's OK to Take a Moment: If feedback is completely
unexpected or upsetting, it's fine to say, "Can we pick this
conversation up tomorrow? I want to process this a bit more."
Building
a Feedback-Rich Culture
The best feedback systems aren't
just a manager's job. Here's how organizations can elevate the process:
- Train Everyone: Don't assume people naturally
know how to give and receive feedback effectively. Invest in workshops or
communication training.
- Normalize Frequent Check-ins: Replace the dreaded annual
review with regular, shorter chats. This makes feedback less overwhelming
for both sides.
- Encourage Peer Feedback: 360 feedback, where employees
offer input on colleagues, provides valuable multi-directional insights.
- Lead by Example: When senior leadership openly
asks for and responds to feedback, it sets a powerful cultural tone.
- Use the Right Tools: Performance management
platforms can streamline communication, track goals, and make it easy to
record feedback throughout the year.
Example:
Feedback in Action
Instead of an annual review where a
manager lists a bunch of problems, imagine this:
- Employees and managers have
bi-weekly check-ins to discuss ongoing project progress.
- Feedback flows both
ways—an employee might highlight a need for clearer instructions, manager
might offer time management tips.
- They collaboratively set goals
that are revisited and adjusted as needed based on these conversations.
Let's
Change the Narrative
Performance feedback doesn't need to
be a source of dread. By approaching it as a continuous dialogue focused on
growth, both managers and employees can benefit. A Learning Management System
(LMS) like Green LMS can support this, with features for goal-setting, feedback
features, and training – all tailored to your organization, including through
its offerings for Talent Development
Software, Colleges
LMS, Schools LMS,
Corporate LMS, and
Business LMS.
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Created on Apr 9th 2024 05:35. Viewed 88 times.