Structured feedback is critical in the modern workplace. It helps employees understand what they're doing well, where they can improve, and how to reach their goals. And let's face it, nobody wants to be in the dark about their performance like a bat in an HR cave.
Despite its importance, many organizations still struggle with giving effective feedback. This can be due to a lack of training, fear of conflict, or simply not making it a priority. As a result, employees may feel uncertain about their performance, leading to low morale and even high turnover.
One way to improve the feedback process is to give it more structure -
This means setting clear expectations, establishing a regular cadence for performance conversations, and using tools like goal tracking and performance reviews to document and measure progress. By having a consistent framework in place, managers and employees can have more meaningful and productive conversations about performance. If you bypass this, you are putting all of the responsibility directly on your managers that already have competing priorities.
Of course, it's not just about the process - it's also about the delivery -
At a minimum, feedback should be:
Specific
Actionable
Delivered in a timely manner
And let's not forget the old adage "praise in public, criticize in private." Nobody wants to feel like they're being taken to the HR woodshed in front of their colleagues. We recommend a formal system as well to ensure that the details and action items don't get lost in a file cabinet or on a manager's computer. The easier it is for HR, managers, and employees to review, the better!
Make sure that it's a two-way conversation.
Employees should feel comfortable sharing their own thoughts and ideas about their performance, as well as any challenges or opportunities they see in their work. This can help foster a culture of continuous learning and development. Formal self reviews give employees opportunity to document their performance, including any specific examples that demonstrate growth and progress.
Managers should review the employee's self review, any gathered 360 feedback from peers within the organization and refer to their own notes as well. Formal employee checkins and documentation are a great way for managers to document employee performance notes throughout the year to reference when annual reviews start.
Ideally, your managers will review the feedback directly with the employee, explaining their strengths and opportunities. By taking the time to gather feedback and discuss it openly, you can promote employee growth, happiness and increase employee retention. That's what we call a win-win-win!
In Conclusion
Structured feedback is essential for driving performance and improving employee satisfaction in the modern workplace. By setting clear expectations, using tools like goal tracking and performance reviews, and fostering a culture of open communication, organizations can create a positive feedback loop that helps everyone reach their full potential. And let's be honest, who doesn't want to excel at their job and avoid the HR bear traps?
Looking for a system to help you add structure to your employee reviews?
Book a demo so that we can show you exactly how Express Evaluations can help!
360 feedback (Employee, Manager & Peers)
Easy to find digital records
Reports & analytics to identify changes & trends within your organization
Employee/Manager goals
And more
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