Feedback During Performance Management ×o°

A well-designed performance management enhance businesses at both strategic & operational levels, Organizations that manages to get performance management right become tough competitive machines.

In the past, managers conduct performance assessments by simply checking some boxes at the end of the year. However, in today’s modern world this approach is moving towards change, managers nowadays are more involved in monitoring, responding to & collaborating on employee performance. One of a manager’s most important responsibilities is PM. “Becoming a manager is one of the most transformational parts of the process. For most of us, the transition from ‘doing the job’ to ‘leading and helping others to do the job’ is a big change. We need to learn how to set goals, listen closely to others’ needs, and gain an understanding for what makes an individual, team, and organization succeed,”

Moreover, PM is moving towards a shift in culture frequent feedback sets the stage for success. “There’s a huge shift toward solutions that emphasize face-to-face performance development conversations that set employees and managers up for success, focus on what is working now and determine how to be even more effective in future.??

Poor performance management can leave managers frustrated if they’re unable to see what’s causing the underperformance, A harmonious working environment is built on Feedback, both between employee and manager creating forums and structures for discussion, and building working relationships that clarifies expectations. When feedback is shared & received throughout the year, it helps managers visualize an accurate image of an employee’s performance. Managers can make a note of significant achievements or issues that are negatively affecting an employee’s performance. They can even record their own reaction to the employee’s performance. And over a period, it can paint an impressive picture of performance.

Constructive feedback alerts an employee to areas in need of improvement. Feedback should be descriptive, detailed, and focused on the action, not the person. The main purpose is to help people understand where they stand in relation to the expected performance and behaviors.

Be careful, don’t confuse positive with constructive feedback. While giving positive feedback you focus on the employees’ strengths, talents and accomplishments. On the other hand, by providing constructive feedback you are trying to give advice to an employee or colleague in a way that will lead to improvements or corrections.

If an employee is not meeting performance expectations, managers need to provide constructive and honest feedback. It’s important to do this before an issue escalates into a significant problem. Your most engaged employees will already be disappointed in themselves for missing a goal. Acknowledge their disappointment and their hard work, and reframe the issue as a learning experience about goal-setting.