What are effective feedback strategies for monitoring progress?

When defining goals, create organizational alignment utilizing what I call a Cascading KPI (Key Performance Indicator) process. It takes a village and everyone plays an important part in making it successful. 1.) Identify what the department’s primary objectives (KPIs) are in order for the company to achieve its Mission, then identify WHAT this person needs to do, by WHEN, in order to support those departmental objectives. 2.) When setting an individual’s KPI, it needs to be something that is within their control. Otherwise it may need to be a group or team goal. 3.) Make sure you can consistently measure it. 4.) Include the company’s Values in your goal setting because HOW we work together is just as important as WHAT the goal is.

It all starts with a roadmap. Vague aspirations like "be more proactive" are like driving blindfolded. Instead, set SMART goals by using KPIs and KRAs. Think "increase sales by 15% in Q3 through targeted customer outreach." This gives both the giver and receiver a tangible benchmark to track progress. Feedback becomes aimless if goals are unclear. Weekly feedback sessions, anchored by these goals, became laser-focused, propelling us towards success.

When providing coaching feedback, it’s important to start with your Intent. Your intent is really to “Coach not Catch” and when you position it that way, it changes the conversation from criticism to coaching.

Balanced feedback is crucial, but it's essential not to always include something positive when delivering negative feedback. Teammates should be open to receiving negative feedback whenever the situation warrants it. Cultivating a culture where both positive and negative feedback are viewed as expressions of mutual trust and a shared commitment to improvement is essential for high performing teams.

Creating a “Culture of Candor” is critical to creating continuous improvement in your organization. It’s important to set up a reporting and coaching cadence using Leading and Lag measurements. Leading measurements and indicators are the things that drive the Lag results. Coach to the Leading indicators in time to generate the Lag results you’re both looking to achieve (their KPI).

Accountability is a two way street. This is a great opportunity to get feedback on what you and the company can do to help them attain their goals and set mutual goals.

While many focus on regular check-ins, a contrarian approach is to embrace spontaneous feedback. Timely, unexpected insights cut through routine, providing authentic assessments. Shift from scheduled to spontaneous, fostering a culture where feedback is continuous and genuine.

NEW METHODS TO CONSIDER:Real-Time Feedback Tools Quick Take: Embrace tools for instant feedback. They promote immediate communication, allowing for agile adjustments and fostering a culture of continuous improvement. Gamification Key Point: Transform performance management into an engaging experience. Utilize points, badges, and leaderboards to motivate and visibly recognize achievements. AI-Powered Analytics Insight: Use AI for deeper, data-driven performance insights. AI analyzes trends and individual strengths, providing personalized and effective feedback. Summary: By integrating these innovative strategies, we elevate performance management to be more responsive and engaging, fostering a dynamic workplace culture.