Feedback, when used as a tool should be regular and spontaneous. For serious problems, formal meeting or a discussion as part of performance feedback is suggested, but building feedback into your day to day encounters with employees is a great way to develop a relationship with employees, and encourages an environment in which people feel congenial to give and receive feedback. Regular Feedback help employees to learn from their mistakes, clarify expectations, and stay motivated. Constructive & Critical feedback is one of the best steps supervisors can initiate for their employees. When delivered appropriately it can, support positive behaviour, improve any negative performance and ensure that a strong culture remains in the team.
Once the feedback is given to the employees on time and they learn how they can do their task smarter, and even faster, they will start exhibiting happiness at finding a more efficient way of doing things. Therefore, this is the cycle of performance feedback. After receiving regular feedback, employees begin their new, well-organized practice; they mostly then improve their work performance and are always found highly motivated. When employees are provided with regular feedback on their performance or on career progress, this helps an organization to actually, reduce the rate of employee replacement.
If feedbacks are provided on an annual or quarterly performance basis, it will decrease employees interest in work, as well as they, may also start to feel unappreciated. Whereas, providing regular feedbacks can also help increase productivity lower down stress at workplace. Regular evaluations at workplace surely improve employees to improve work and quality.
Feedback, especially which is regular & positive is recognized as a reward that helps the employees to feel appreciated about their work performance and about themselves at a personal level. If the feedback is provided on a regular basis, it also has to be time-specific and quick, to be suitable in the participants’ point of view. Appreciation from colleagues and bosses are a significant motivator, but most employees still feel unappreciated and unrecognized because the feedback which they receive misses out timeliness. Peer appreciation can raise morale and can grow engagement and retention, and it is helpful for departments that are situated in remote areas. In this case, not only the receivers of appreciation more involved but the people who give recognition are more likely to be engaged in comparison to the average employee. According to some experts, simply communicating, appreciation or recognition is not a replacement for performance evaluation or feedback for employees to continuously improve their workplace culture. Communicating recognition does not motivate employees to give their 100%, rather it makes them more disinterested.
Some benefits of delivering regular feedback to employees at the workplace are:
Regular Feedback establishes a better employee/manager bond- When managers and employees participate in frequent, positive communication, it naturally creates a bond between them over time. In fact, the most common reason for employees to leave an organization is due to a poor manager-employee relationship or no feedback structure. Mostly, when feedback is given both ways, especially on time, it lowers down this occurrence rate and leads to better employee performance rates and motivational environment for all. Regular feedback communication will build trust between manager and employee, which will eventually lead to better workplace relationships and high productivity.
Regular Feedback provides direction and assurance to employees- Regular performance feedback gives a sense of assurance to the employees regarding their work, as well as provides them direction that in what further ways they can improve their productivity. Managers should avoid pointing out what is going wrong, good and regular performance feedback tips and suggestions on how to do better in future.
Positive feedback should be given amidst all employees whereas the negative feedback should be given on a one to one basis explaining in detail what the employee did well, where all he did not do well and solutions on how to do it well going forward.
If you have any thoughts to add to my blog, please share and let’s have a conversation about it. After all, employees are our biggest asset.