Employees crave feedback. According to OfficeVibe, 96% of employees say they want to hear feedback regularly.
Too often though managers fail to provide feedback frequently – it gets lost in the day-to-day chaos, but it is an essential task managers must focus on in order to engage and retain employees.
Letting too much time go by without any feedback or acknowledgment of an employee’s progress can make them feel undervalued. For those performing poorly, infrequent feedback can let the problems fester which can not only affect production but can also affect team morale if the person’s lackluster performance is impacting their work.
Many managers reserve feedback for reviews, which too many companies continue to conduct just once a year, but offering regular feedback is an important way to help employees remain focused on goals and offers managers the chance to help employees overcome obstacles that may prevent them from reaching their goals.
Ongoing feedback can also inform performance development goals – if a manager is consistently providing the same feedback, it could indicate a need for a new position, or an opportunity to work towards developing a specific skill set.
Here are two ways managers can offer feedback to employees:
- A job well done. Feedback doesn’t have to include a complex formal evaluation. It can simply be recognizing work big or small on a regular basis – let the employee know they are appreciated and their contributions are recognized.
- Projects. Too often teams complete projects and move on to the next. Take the time after each project to take a deep dive, looking at all of the employee’s actions and deliverables. This feedback can help employees understand what they did well and how they could improve on future projects.
Feedback can be delivered casually in an email, at the end of a call, formally through a written statement, or as part of an evaluation. No matter how feedback is delivered, it should be documented for future reference for a raise or advancement, or an eventual termination in the case of poor performance.
When delivering feedback, managers should allow an opportunity for the employee to respond and ask clarifying questions or explore opportunities for growth.
For companies struggling to reduce turnover and increase retention, ongoing feedback is a great way to keep employees motivated and engaged.
Contact us today to learn more about our modern approach to performance management and development and how it solves for retention. Don’t just take our word for it, see what our Customers have to say.
