There is no doubt that continuous feedback in the workplace is a foundational strategy to boost the success of the company. This system can affect promotion decisions, compensation, and employee satisfaction. But, you need to be sure that you have a defined system in place to manage the feedback and to support your team.
One common mistake is providing feedback to an employee, and then never following-up with a conversation to discuss changes or progress. Leaving an unfinished conversation can build resentment and lead to other problems. That’s why it’s important to have a specific method in place that encourages managers to provide ongoing feedback, helping to share this culture with employees at every level.
Creating a Culture of Feedback
Do you understand the importance of continuous feedback, but you aren’t sure how to integrate these changes into your workplace? Here are a few suggestions to help you get started:
- Schedule a Time for Feedback: Make it a normal part of the workplace for employees to receive feedback. This strategy makes it part of the routine so that employees don’t feel singled out if they are pulled aside for a conversation. You might consider scheduling monthly appointments with each employee to provide feedback and offer support. One of the best ways to stick to a schedule is to use a good management software that tracks this information.
- Feedback Should be Thought Out: The biggest risk of scheduling feedback is that a manager might not think through the conversation in advance. If people are just punching the clock, then the feedback can seem impersonal and harsh. Make sure that you think through the potential pitfalls of the feedback conversation to come, to avoid sounding accusatory or defensive.
- Informal Feedback is Fine: Every feedback opportunity doesn’t have to be a formal conversation. While it is a good idea to have a formal review at certain times, there are also situations where informal feedback can be offered. For example, if an employee goes above and beyond to finish a big project in time for a deadline, then you shouldn’t wait until the structured review to offer kudos for a job well done. Also, if corrective feedback is needed for things such as missed deadlines or a late arrival time, it is usually best to provide the information immediately after the incident.
Improve Feedback to Boost Performance
As you build a culture of communication and feedback, you will see that it is possible to boost employee performance and productivity. This process is beneficial to both the employee and the employer, helping to strengthen the relationship and improve future performance.
Are you interested in learning more about how a good software program can assist with your feedback process? If so, we invite you to contact our team here at AgileHR. We are here to help!