Giving Feedback

Research indicates that, in general, employees feel that they do not receive regular feedback and support from their supervisor or manager. The formal/annual performance review format has been largely replaced by continuous performance management. This approach is less formal, more frequent, consistent and provides employees with the support and feedback they need. The goal is to provide opportunities for clear communication, allowing employees to feel valued and increase their engagement, development and performance.

Receiving Feedback

There are two approaches to consider when receiving employee feedback – proactive and reactive. Being proactive provides employees with the opportunity to identify possible areas of improvement and allowing for processes and practices to be enhanced before a problem negatively impacts your business – as then, you will respond by being reactive.

One means of receiving feedback using a proactive strategy is by conducting surveys. Many surveys today are done via email or through online sites, and can consist of open-ended questions, multiple choice questions or a combination of both. Surveys are considered a good way to compile valuable employee feedback that can support effective processes and identify issues that require improvement. And, employees will feel that their opinions matter.

Reactive approaches to employee feedback occurs only after a significant event has occurred. This could be losing a contract, a client, or a valued employee. Feedback is obtained through a discussion with the employee(s) after the event has occurred. One example is an exit interview with an exiting employee – ideally, the exiting employee will provide a combination of positive and negative feedback to help you assess the effectiveness of current processes and practices, and your companies environment. This feedback can truly help an organization if you are open to receive it.

While a proactive approach to feedback is ideal, reactive feedback can also be beneficial to an organization. It is important to know how to receive, and handle, both types of feedback.