Performance review season is upon us. Are you ready?
Whether you’re a new manager or a seasoned professional, there are some key do’s and don’ts when it comes to giving feedback.
Why performance reviews matter: a great performance appraisal motivates your team and creates an empowered work environment that contributes to the success of your team—and to the company.
You want your team to be successful, happy and motivated—even after delivering sometimes tough-to-hear news. So how do you give constructive, meaningful feedback without damaging the delicate balance that is employee motivation?
- Don’t wait til annual review time: Create a feedback loop that becomes part of your day-to-day management routine.
- Don’t assume you’re right: Approach critical feedback sessions with the goal of getting a complete and accurate picture of the situation, instead of just delivering bad news.
- Do let individuals create their own solutions: Use your regular in-field feedback loops to help employees uncover obstacles to their success and create their own solutions.
- Do teach through experience: We learn best from a combination of experience, reflection and experimentation—ideally with a dose of good coaching.
- Do get feedback on your feedback: By actively soliciting feedback, you empower employees and send a clear signal you’re willing to work on you, too.
Image courtesy of tiramisustudio at FreeDigitalPhotos.net