Thursday, May 15, 2008

How to deliver, and keep delivering constant employee feedback

Like we said yesterday, employee feedback is crucial to a healthy work environment. Employees not only welcome constant feedback on their progress, but thrive on it. Especially with the younger generations now entering the workforce, knowing how and when to give employee feedback is essential to your business.

Here are some tips on how to make employee feedback a part of everyday life in the office.

Make employee feedback a top priority among supervisors.
Supervisors in your organization should come to work everyday thinking about how they can recognize their employees’ work. Encourage supervisors to constantly find new ways to encourage employees and communicate to their team regarding their progress on a regular basis. Stress that employee feedback is an ongoing process that needs constant work.

Give both positive and constructive feedback.
Not all feedback needs to be positive. There should always be room for employees to improve at their job. Along with telling an employee how they are doing a great job, also let them know how they could be doing better. Be specific in your criticism. Give employees specific action items to work on and improve in.

Catch employees in the act.
Try to give feedback in the moment when you see that an employee is excelling. Over due feedback may be seen as an after thought by employees. If an employee is doing something incorrectly, let them know about it right then and there. It will save the employee time and you some frustration.

Keep track of employee feedback.
Depending on how many employees you supervise, it may be difficult to keep track of whether you are spreading the feedback around equally or not. Devise a way to keep track of when you give each employee feedback, possibly in a spreadsheet on your desktop. Mark down when you gave feedback to each employee, what the situation was and refer to the sheet often to make sure you’re on track.

Give scheduled performance reviews on time.
Whether you provide employee performance reviews annually or semi-annually, stick to a schedule. If salary increases are tied to performance reviews, a late review means a late pay increase and you could have some disgruntled employees on your hands. With constant feedback, employee reviews should be easily conducted since there has been an ongoing conversation all year. The performance review is simply a summary of that conversation and how the employee can improve going forward.

As a boss, think of the last time you gave one of your employees feedback. If you can’t remember, or it was weeks ago, step out of your office and talk with your employees. Tell someone today that they are doing a good job and that you appreciate their work. And, keep it up. Make it a daily task to recognize one of your employees. After a while it won’t seem like a task and you’ll be doing it without even thinking about it.

If you’re an employee who feels like your boss isn’t giving enough feedback, simply ask for it. Though it may be tough, ask for feedback on your performance. It’s tough to see when you’re working in the dark.

No comments:

Brought to you by