The importance of giving and receiving of performance feedback

The giving and receiving of feedback to employees is a valuable tool for businesses and can assist to improve performance, minimise disputes and can transform the morale of your organisation or business unit.

Managing the human element of any organisation is as critical as managing your own health.  One of the most powerful and valuable tools a manager can have is the skill to give and receive feedback. Doing this regularly will assist in improving performances, minimise disputes and can build staff morale. As a general rule, employees DO want to perform well and feel valued, so feedback is a valuable tool and motivator in helping them learn more about themselves, and helping them to achieve their goals. Becoming effective in providing both positive and negative feedback is a technique every manager should have.

Not only is giving feedback to your staff essential, but seeking and responding to feedback from your staff is just as critical. The way you respond to feedback will set you apart as a manager. When a manager actively seeks feedback and is open to receiving it without repercussion, communication becomes easier and staff engagement is improved. It demonstrates to your employees your organisation's willingness to engage staff in what matters to them and what is important to them.

Feedback given irregularly, too infrequently or in an inconsistent manner will often result in confusion from staff and a lack of constructive insight. Similarly feedback without purpose or a lack of planning about what to do with the results may simply be a missed opportunity.

How often should your employees receive constructive feedback on their performance?

Use constructive feedback regularly to acknowledge real performance. Try to catch and respond to employees doing the job right just as much as you would respond to them doing something not quite right —don't acknowledge how they are performing only once or twice a year.

A few ways to establish and optimise the feedback process could include:

• Be prepared, consistent and specific
• When giving negative feedback provide a pathway to improved performance
• Ensure the feedback is adjusted to the individual's personality
• Try to give more constructive feedback than negative feedback
• Be prepared to receive feedback of your own performance, this serves to heighten the validity and fairness of the process
• Establish a regular feedback strategy and process, that all staff are aware of.

A structured approach to the design and implementation of a feedback process is highly recommended for all businesses. If you or your staff would benefit from receiving training in giving and receiving feedback, or would like HR assistance in developing a feedback strategy for your business, please contact Annette at End2End Business Solutions on (02) 8977 4002 for a customised solution.