Here's how you can give ongoing performance feedback without relying on formal evaluations.

Feedback é importante e muito eficaz para o desenvolvimento profissional. N?o é necessário aguardar os momentos formais. Gosto muito do feedback imediato. Ele vem logo após um evento ou comportamento, seja ele positivo ou negativo e ajuda a refor?ar bons comportamentos ou corrigir rapidamente o problema. Também é muito importante é fazer o reconhecimento informal. Elogiar e reconhecer o bom trabalho, seja em conversas diárias, durante reuni?es de equipe ou em mensagens de agradecimento. Também é importante solicitar o feedback regularmente aos membros da equipe sobre o trabalho deles e ambiente de trabalho em geral. O líder deve oferecer apoio e orienta??o, ajudando a equipe a identificar solu??es e a desenvolver habilidades.

It involves defining specific, measurable, achievable, relevant, and time-bound (SMART) goals for employees, ensuring they understand their roles, responsibilities, and the standards they need to meet. Regularly communicating these expectations helps align individual objectives with the organization's goals, providing a clear roadmap for success. This process not only clarifies what is expected but also reduces ambiguity, increases accountability, and fosters a sense of purpose. By revisiting and adjusting goals as needed, managers can ensure that expectations remain relevant and challenging, promoting continuous growth and improvement.

Um Erwartungen klar zu definieren, müssen sie SMART formuliert sein: Spezifisch, Messbar, Attraktiv, Realistisch und Terminiert. Wenn jedes Teammitglied seine smarten Ziele kennt, wei? sie konkret, welche Erwartungen an sie gerichtet sind.

Instituting a culture of ongoing performance feedback without formal evaluations can be achieved through clear and consistent expectation setting. Establishing transparent goals and objectives from the outset enables employees to understand what is expected of them. Regular check-ins, whether informal conversations or scheduled meetings, provide opportunities to discuss progress, address concerns, and offer praise for achievements in real-time. Encouraging open communication fosters a supportive environment where feedback flows freely, allowing for timely adjustments and continuous improvement. This approach cultivates a culture of accountability, collaboration, and growth.

Brene Brown says "Clear is kind". Effective leaders are those who take their time gaining clarity on their vision and communicating that vision to their team. What does that look like in real life: It means inviting your team to share what their understanding of the vision and where they fit in that. Engaging your team in the visioning is a great way to bring clarity to your organization.

Waiting for formal counseling sessions at a quarterly, semi-annual, or annual cadence leaves many missed opportunities for leaders and their team members to build a rapport and demonstrate the focus and concern the leader has for the success of the employee. Frequent check-ins that can leverage recent or ongoing tasks can serve as good teaching tools for reinforcing desired behavior/performance, and for quickly correcting behavior/performance that needs to improve. Employees tend to be grateful they have been shown a better way to accomplish a task rather than having to deal with failing at the task, or the improper approach has become a pattern that does not get corrected until a scheduled periodic performance review.

These frequent, scheduled meetings—whether weekly or bi-weekly—allow managers and employees to discuss progress, address challenges, and align on upcoming tasks. They provide an opportunity for immediate feedback, guidance, and support, fostering a collaborative environment. Regular check-ins help keep everyone on track, ensure alignment with goals, and build stronger working relationships, ultimately enhancing overall performance and job satisfaction.

Real-time feedback, especially when positively conveyed as a chance to address specific opportunities for improvement, or for superior performance, holds tremendous value and is better received--and often better understood--the closer to the moment in which the specific behavior occurred. It also ties into the "Stop - Isolate - Fix" concept, in which one does not pass by something that is not being performed to the proper standard. Informal opportunities to reinforce positive behavior or performance and to correct and teach proper alternatives serve as an incredible tool for leaders to utilize.

Regular real time feedback is great tool to enhance your team performance and productivity, but most importantly to give them "Red Alert" about their poor decisions or poor performance so they can either change and get better, or they leave as they feel they are not fit within the company's culture or environment, however, your goal as a leader is not to keep pointing fingers, your goal is to help your team members be a better version of themselves!

This approach ensures that feedback is relevant and specific, helping employees understand exactly what they did well or need to improve. By addressing issues or praising successes promptly, managers can reinforce desired behaviors, boost motivation, and prevent small problems from escalating. Real-time feedback fosters a culture of continuous improvement, open communication, and responsiveness, enhancing overall performance and engagement.

Give feedback immediately after observing behavior to ensure relevance. ??? Use specific examples to make your feedback clear and actionable. ?? Encourage two-way communication, allowing team members to share their perspectives and ask questions. ?? Address both positive behaviors and areas for improvement. ?? Incorporate feedback into daily interactions and meetings to make it a natural part of your workflow. ?? Set clear, achievable goals based on the feedback, helping team members understand how to improve. ?? Recognize and celebrate small wins to keep motivation high. By providing real-time feedback, you enhance performance and foster a culture of growth and development.

This open and reciprocal communication fosters mutual understanding and respect, allowing employees to voice their opinions, concerns, and suggestions. It encourages a collaborative environment where feedback is not only given by managers but also received from employees, promoting transparency and trust. Two-way dialogue helps in identifying issues early, finding solutions together, and ensuring that everyone is aligned with the organization's goals, ultimately enhancing engagement and performance.

Establish regular opportunities for discussions where both parties have the chance to share insights and perspectives. Encourage employees to self-assess their progress, strengths, and areas for improvement, while also providing your own observations and feedback. Actively listen to their concerns, ideas, and suggestions, fostering a collaborative environment where mutual understanding and trust can flourish. Use these conversations to set clear expectations, align goals, and identify any necessary support or resources. By prioritizing open communication and dialogue, you foster a culture of continuous improvement and accountability where feedback becomes a natural part of the ongoing work process.

This approach includes providing regular training, creating personalized development plans, and offering opportunities for learning and professional growth. By investing in employees' development, organizations can enhance their capabilities, boost job satisfaction, and increase retention. Emphasizing development helps employees feel valued and motivated, fostering a culture of continuous improvement and innovation. This focus not only benefits individual employees but also strengthens the organization by building a more skilled and capable workforce.

Great leaders highlight the successes and underwrite the failures of their personnel. Taking ownership of the failures and then coaching, teaching, and mentoring your personnel can be a great developmental tool and foster trust and loyalty for your personnel. Giving them the limelight for a successful endeavor l, even if they had help along the way, can also have a similar positive effect.

- ?? Regularly celebrate successes and acknowledge team members' achievements. - ?? Recognize hard work to boost morale and reinforce desired behaviors. - ?? Use positive reinforcement to show that you value team efforts and contributions. - ?? Increase motivation and commitment to excellence by highlighting individual and team accomplishments. - ?? Foster a positive work environment where achievements are celebrated and appreciated.

This completely resonates with me and the way I manage my teams. One thing I found that works well is to personalize the praise, even if it’s in public. LinkedIn is a perfect example. Its suggested “Congratulations”, or “Happy Birthday” wishes make it easier for people to just click when recognizing your connections. Whereas, I like to personalize the messages of praise. It makes the person appreciate the extra effort and attention I have given them.

This can be done through formal awards, informal praise, or public recognition in meetings. Celebrating successes boosts morale, reinforces positive behavior, and motivates employees to continue performing well. It creates a positive work environment where employees feel valued and appreciated, fostering a sense of pride and belonging. Regularly celebrating successes also helps to build a supportive and engaged team culture, enhancing overall productivity and job satisfaction.

- Positive feedback hits harder than negative feedback. - Always end on a positive note. - Team members who feel valued will go the extra mile for you when needed. - Remember that your words will not only affect their performance at work but how they live their lives outside of work and will also have a knock on affect to those around them. - Words are the most powerful tools we own.

Whether formally or informally, make a point of highlighting when someone does something exceptional. Not only does it provide prompt and relevant feedback on support of desired behavior or excellent performance, it can also serve as an example that can instruct and motivate others. The impact can be greater than just the person or group being recognized for their performance.

It is a valuable skill to have as a leader. Three thoughts: 1) Actively seek out examples of the behaviours and results you are wanting to see. If you have a distributed workforce, this is of particular significance and it takes a lot of commitment and effort. 2) Personalize the feedback for each individual and deliver it in a way that suits their preference. Some appreciate public recognition, others would prefer more private acknowledgement. 3) Use a model like STAR and stick with it. Practice your delivery to refine it.

While the focus of this point seems to be on the employee, the manager must also seek feedback from the employee as part of the process of performance feedback. ‘As your manager - what would you want me to stop, do more of, less of - in order to support you further in your development and goal achievement?’ The opportunity towards constructive feedback will only help improve managerial skills.

Ongoing performance feedback can be given without formal evaluations through regular, informal check-ins and open communication. Managers can offer timely, specific feedback on projects and tasks, recognizing accomplishments and addressing issues as they arise. Encouraging a culture of continuous feedback allows for real-time adjustments and development. Providing coaching and mentorship opportunities, setting clear expectations, and fostering a supportive environment for self-assessment also contribute to effective, ongoing performance management. This approach promotes growth, engagement, and alignment with organizational goals.

I experimented with "micro-feedback" (incorporating feedback into daily interactions using various methods), and the results were intriguing. It heightened my awareness of team dynamics and quality of work. Acknowledging efforts and high-quality contributions inadvertently encouraged team members to identify improvement areas, which we addressed together. By focusing on positives, areas needing improvement were reframed as opportunities for growth. While the experiment was beneficial, it required significant effort. I regularly incorporate the principles in the article into my routine and occasionally use micro-feedback to add variety.