Ask Andi: I’m concerned that giving employee feedback and reviews could open an ugly door. Some people might not like what we have to say. Others might want a raise – which I’m not willing to give.
Thoughts of the Day: Employee feedback should be given continuously. Reviews are recaps of feedback and do not have to be tied to compensation. But compensation should be tied to performance. Use feedback to help employees grow and improve.
Not enough employee feedback going around?
Teach managers how to give feedback. Read a book. Discuss feedback at weekly meetings. Ask for examples. Who met with whom? What worked and what didn’t? Itemize what did/didn’t get said. Do not shoot the messenger. Listen to problems they encounter. Identify “success examples” to emulate.
Encourage managers to speak with employees honestly and empathetically. According to BusinessPerform.com, employees need to get “a sense of belonging and self-worth’ from internal communication. In other words, listen, respect, trust, and value employees. PattyInglishms.hubpages.com says lack of . . . respect and lack of recognition are 2 of the 10 reasons employees quit their jobs.
In short, have managers celebrate employee feedback success publicly. Discuss areas of improvement in private. Make sure managers take time to recognize employees who do well. And when things go wrong verify that managers pull aside the person involved to discuss what happened. Sustain and improve performance by giving employees accurate feedback.
Why employee feedback matters
Many of us are uncomfortable delivering bad news. We don’t like looking someone in the eye and telling them they just screwed up. Sometimes we get busy or just plain overlook opportunities to recognize good performance, saying things like, “Well, they should know they did a good job.” Unfortunately, lack of feedback only leads to repeat mistakes and lack of respect. Because employees assume that no one cares. And who needs that. Employee feedback matters.
For example, talk with managers about the dangers of not giving feedback. Decreases in customer satisfaction as problems go uncorrected. Declining profits as errors mount up. Higher turnover as good employees and quit.
Above all, talk about reviews. They don’t have to be time-consuming. Ask managers to keep a file folder on their desk for each employee. Each month, have managers put performance notes in each file. In addition, ensure managers complete this assignment,. Set aside a monthly meeting for managers. Have them bring their files, and write up their notes.
Improve business culture and internal operations
Therefore, at review time, have managers meet with each employee for an hour. Encourage a two-way discussion. How are things going from the employee’s point of view. From the manager’s? Meanwhile, list development activities for the employee to pursue. This concludes the employee feedback discussion. Have both manager and employee initial the list. Drop the development list into the employee’s folder. Check on progress regularly.
One final note. Reviews should not be a surprise to the employee. Consequently, feedback is an honest discussion. A review will simply restate honest feedback.
Tie compensation to a performance. Link measurable outcomes to how a person receive rewards. Want to boost output? Pay a bonus if the output exceeds a set minimum. This approach doesn’t require a review to measure and reward performance. But it does reinforce the importance of performing to a standard. And motivates a higher level of compensation.
Finally, remind managers that a written record is essential to good management. Our memories can be faulty. And subject to “squeaky wheels” or “recent impacts”. Reflect on performance over time. Consider monthly notes and agreement on where to focus next. Outline opportunity to develop skills and build rapport.
