Are you satisfied with your organization’s performance feedback process? Many might say that they are not satisfied for a variety of reasons. They may feel that although there are benefits to these programs, there is room for improvement. Some may even feel that most participants in their performance feedback process don’t really believe they get many benefits from going through these annual mandatory meetings and that everyone is just “checking the box” that they completed this requirement.
If this is the case in your organization, think about how this perception can be changed going forward. The biggest problem may be in the effectiveness of the performance feedback employees receive. What is needed most is that managers and supervisors provide accurate, honest, and, at times, candid feedback to their direct reports. This is not something that is always easy to do. Most employees have a natural resistance to receiving critical feedback concerning their performance, even if it is accurate. However, without addressing this type of performance, it is likely that it will continue. This can become an obstacle to the employee’s future growth and development. Most important is how this feedback is delivered and that there is an agreed-upon plan to improve this aspect of an employee’s performance. Employees need to feel that they are being supported by their supervisors to be successful in their jobs and careers in the future.