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Certainly not easy. Feedback to employees with respect to their performance, technical know-how, work competence, and regularity asks for utmost managerial skills. The foremost question here is ‘When, how, and by whom should the Feedback be given?’ Delayed feedback can hamper the superiority of services and the productive capacity of an employee. Hence, the most appropriate time to assess the performance and convey feedback is when the cause of action occurs.

 

Remember, feedback can be conveyed immediately in instances when the employee opts for an incorrect course so as to prevent further failures. A Telesales agent while handling the prospective customer harshly can be given feedback on his call immediately after the call. Further, regular feedback module can be implemented by Businesses to facilitate weekly, monthly, or quarterly assessment of employees’ performance.

Enumerated below are some constructive points to be remembered by the Supervisors while interacting with sub-ordinates in a feedback session.

Relevancy

Quite often, managers make an attempt to incorporate every prospect while conducting the feedback session. Adequate care must be taken to limit the focus of the feedback on relative aspects. For instance, feedback regarding the incapacity of the employee to adhere to the office timings must not include productivity and sales target. Ensuring that the employee accepts the feedback with a positive note and high morale is the key.

Timing

Discussing the failure of the employee to achieve the sales target of January in the month of September makes no sense. Always remember the motive of giving the feedback. To make sure that repeated failures are suppressed, immediate feedback shall be conveyed. For Businesses that have set timings for feedback exercise, parameters and the mechanism of assessment should also be pre-determined.

Yes, you can do

Managers while conveying the failures must ensure suggesting effective measures to improve. Though the employees must figure out solutions by self-assessment, suggestions from Managers enhance their acceptance to the feedback. Plus, development is almost ensured. For instance, when a sales agent fails to deliver the target, ways to explore the prospective market and attributes to impress the client must be shared.

Appreciation

Most of us recognize feedback as a power to discuss the failures and incompetence of an individual. Gone are those days when employees were threatened so as to fetch profitability. Competition in the market has opened new doors not only for the consumers but also for the employees. Hence, Managers must ensure that rewarding work of an employee is appreciated.

In-person and with facts

Technology has certainly changed the way people interact while at work. Mail message service and Instant Messengers are being used to communicate swiftly and conveniently. Still, the impact of an in-person feedback session cannot be denied. Plus, Managers must ensure keeping relevant records and facts during the discussion. Hard copies of sales target reports, attendance records, and such other reports must be handy for instant reference.

For your reference, few Feedback methods are enumerated below. Managers need to be vigilant enough so as to adopt the most effective and acceptable method depending on the time and nature of assessment.

Quick Feedback

As discussed earlier, delayed feedback can result into repetitive flaws. For instance, when a Data Entry Associate keeps punching incorrect Corporate Identity Number, the Supervisor should immediately communicate the same via a quick visit to the workstation, or an email / instant message. Also, quick appreciations via text messages / emails boost the enthusiasm of the concerned employee.

Group Feedback

Managers and team leaders should be more careful while delivering feedback in such instances. Remember, a person would always appreciate honor and rewards when presented in group meetings; however errors and failures pointed in such meetings can be resistive. Plus, arguments can infuse negativity and the leadership skills of the Manager can be challenged.

In-person Meetings

The most common and acceptable way of communicating feedback to the employee. Weekly, monthly, and yearly assessment of employee’s performance can be conducted in such meetings. The Managers can put across their views and suggestions more comfortably. Also, the concerned sub-ordinate is more likely to accept the feedback positively. In-person feedback sessions can last for long, hence the Managers must make sure ending them with a constructive note.

360 Degree Feedback

This method calls for the assessment of the concerned employee by the Manager as well as the co-workers. Modern Human Resource practices favor this as a measure to assess the overall potential and team spirit of the concerned employee. Proper methodology should be followed while conducting such feedback modules. Transparency and participation by all are the two pillars of success.

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