This is a great article with some great recommendations. It’s surprising how many leaders are uncomfortable with giving honest feedback, especially if there needs to be some improvement. I appreciate that the author explains that getting and giving valuable feedback may require a shift in how feedback is viewed within the team/organization. No one wins (or improves) when we are afraid to be honest with each other. To clarify, this also means that team members need to be honest with their leaders (and leaders need to be gracious in receiving it).
Continuous feedback is integral, whether it be constructive or positive…immediate acknowledgement and recognition is so important to ensure employees know how their doing, feel appreciated and if necessary be able to work on areas of improvement in a timely manner
I’m with Kirsty on continuous feedback. I receive and provide feedback in our staff meetings, our 1 on 1’s, and after a project or event. Of course I also provide feedback in performance reviews, however nothing should could as a big surprise in the review good, bad, (lack of a better word) or otherwise. And as Lisa noted, “team members need to be honest with their leaders (and leaders need to be gracious in receiving it).”
Great point about the fact that performance feedback should not come as a surprise if both employer and employee are on the same page about what it expected. Thanks, Martina!
I agree wholeheartedly with this Kirsty. Regular and immediate feedback is so important. It improves communication, fosters trust and transparency, and it clarifies expectations so no one is surprised or disappointed. Nothing that needs to be addressed performance-wise should be left to wait for a 6 month review.
Feed-back provided as close as possible to the moment. As opposed to categorizing it as positive or negative, perhaps encouraging and mentoring could be considered. Never wait for a performance appraisal – that could be months away and the delay to the praise or correction required could change everything. It takes a ripple to make the wave.
Finding opportunities to catch staff doing something good and not just noting bad behaviour is a great way to change the attitude towards feedback between staff and managers.
I give feedback daily, I immediately acknowledge exceptional work and constructive criticism when needed. That way there is no guessing what kind of performance review you are going to get at year end
When I was a manager I provided feedback every pay day. I would add a note with their cheque (this was a few years ago😊) commenting on one thing I saw them do that pay period that was commendable. Sometimes it was as simple as thanking them for their great attitude. I managed a lot of teenagers so often commenting on their natural skills and talents and encouraging their growth or thanking them for an initiative they took.
Everyone needs reassurance and regular feedback and encouragement is motivating. Being clear on what is expected is paramount to staff being able to meet or exceed expectations.
I provide feedback daily. I also support career progression and if it comes time that one of my staff is ready to move on I support them. As leaders, we should also support career progression and build in succession planning for the inevitable vacancies.
19 Comments
This is a great article with some great recommendations. It’s surprising how many leaders are uncomfortable with giving honest feedback, especially if there needs to be some improvement. I appreciate that the author explains that getting and giving valuable feedback may require a shift in how feedback is viewed within the team/organization. No one wins (or improves) when we are afraid to be honest with each other. To clarify, this also means that team members need to be honest with their leaders (and leaders need to be gracious in receiving it).
12 months agoChanging the way we see it is so important. Thanks for sharing your view, Lisa 😊
12 months agoContinuous feedback is integral, whether it be constructive or positive…immediate acknowledgement and recognition is so important to ensure employees know how their doing, feel appreciated and if necessary be able to work on areas of improvement in a timely manner
12 months agoThis is so true. Managers shouldn’t forget is meant for improvement; it shouldn’t be a bad thing. Thanks, Kirsty!
12 months agoI’m with Kirsty on continuous feedback. I receive and provide feedback in our staff meetings, our 1 on 1’s, and after a project or event. Of course I also provide feedback in performance reviews, however nothing should could as a big surprise in the review good, bad, (lack of a better word) or otherwise. And as Lisa noted, “team members need to be honest with their leaders (and leaders need to be gracious in receiving it).”
11 months agoGreat point about the fact that performance feedback should not come as a surprise if both employer and employee are on the same page about what it expected. Thanks, Martina!
11 months agoI agree wholeheartedly with this Kirsty. Regular and immediate feedback is so important. It improves communication, fosters trust and transparency, and it clarifies expectations so no one is surprised or disappointed. Nothing that needs to be addressed performance-wise should be left to wait for a 6 month review.
8 months agoFeed-back provided as close as possible to the moment. As opposed to categorizing it as positive or negative, perhaps encouraging and mentoring could be considered. Never wait for a performance appraisal – that could be months away and the delay to the praise or correction required could change everything. It takes a ripple to make the wave.
11 months agoThis is so true, yet so common. Thanks for sharing it, Diana!
11 months agoFinding opportunities to catch staff doing something good and not just noting bad behaviour is a great way to change the attitude towards feedback between staff and managers.
8 months agoI give feedback daily, I immediately acknowledge exceptional work and constructive criticism when needed. That way there is no guessing what kind of performance review you are going to get at year end
11 months agoAll managers should try this. Thank you for sharing, Alanna!
11 months agoWhen I was a manager I provided feedback every pay day. I would add a note with their cheque (this was a few years ago😊) commenting on one thing I saw them do that pay period that was commendable. Sometimes it was as simple as thanking them for their great attitude. I managed a lot of teenagers so often commenting on their natural skills and talents and encouraging their growth or thanking them for an initiative they took.
11 months agoThis is great, Caitlin 😊
11 months agoEveryone needs reassurance and regular feedback and encouragement is motivating. Being clear on what is expected is paramount to staff being able to meet or exceed expectations.
8 months agoNow that we’re remote we have a system of check-ins that create an opportunity for continuous feedback. We also do annual performance reviews
11 months agoA great option having a system for it. Thanks, Heather!
11 months agoImmediate feedback is the best. As soon as they have done something over and above, let them know you see that.
10 months agoI provide feedback daily. I also support career progression and if it comes time that one of my staff is ready to move on I support them. As leaders, we should also support career progression and build in succession planning for the inevitable vacancies.
8 months ago