Are you satisfied with your organization’s employee 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 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, consider how to change this perception. The biggest problem may be in the effectiveness of employee performance feedback. Managers and supervisors must provide accurate, honest, and, at times, candid feedback to their direct reports. This is not always easy to do. Most employees naturally resist receiving critical feedback concerning their performance, even if it is accurate. However, without addressing this type of performance, it will likely 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 their supervisors are supporting them to succeed in their future jobs and careers.
