Why Most Employee Feedback Fails

​A number of fundamental practices are critically important to having engaged employees and great cultures.
 
Feedback is one of those practices.
 
Perhaps surprisingly, studies have shown that employees don’t only want praise when they’ve done well.
 
𝙏𝙝𝙚𝙮 𝙖𝙡𝙨𝙤 𝙬𝙖𝙣𝙩 𝙩𝙤 𝙝𝙚𝙧 𝙖𝙗𝙤𝙪𝙩 𝙖𝙧𝙚𝙖𝙨 𝙤𝙛 𝙞𝙢𝙥𝙧𝙤𝙫𝙚𝙢𝙚𝙣𝙩, 𝙖𝙣𝙙 𝙩𝙝𝙚 𝙧𝙤𝙡𝙚 𝙩𝙝𝙚𝙮 𝙘𝙖𝙣 𝙘𝙤𝙣𝙩𝙞𝙣𝙪𝙚 𝙩𝙤 𝙥𝙡𝙖𝙮 𝙞𝙣 𝙩𝙝𝙚 𝙘𝙤𝙢𝙥𝙖𝙣𝙮’𝙨 𝙨𝙪𝙘𝙘𝙚𝙨𝙨.
 
💠 Because they want to perform well, and feedback helps them get there.
 
Knowing how their daily work fits in the bigger picture, is also a core component of employee engagement.
 
Obviously though, they can’t know how they’re doing if their managers aren’t communicating.
 
So, first, ensure managers are providing feedback correctly.
 
𝙏𝙝𝙚𝙣, 𝙗𝙚𝙮𝙤𝙣𝙙 𝙩𝙝𝙚 𝙛𝙚𝙚𝙙𝙗𝙖𝙘𝙠 𝙞𝙩𝙨𝙚𝙡𝙛, 𝙩𝙝𝙚 𝙛𝙧𝙚𝙦𝙪𝙚𝙣𝙘𝙮 𝙤𝙛 𝙩𝙝𝙖𝙩 𝙛𝙚𝙚𝙙𝙗𝙖𝙘𝙠 𝙞𝙨 𝙫𝙞𝙩𝙖𝙡.
 
The days of the annual performance review are long gone, or should be.
 
A yearly conversation between an employee and manager is next to useless.
 
Because it can’t provide the culture of feedback that is so crucial to employee engagement.
 
Instead, on-going performance conversations, incorporating both positive and constructive feedback should be the norm.
 
✅ Some companies follow an informal system, with the frequency of feedback left to the manager’s discretion.
 
✅ Others request that managers provide feedback monthly, and yet others require it on a quarterly basis.
 
Of course, informal, in-the-moment feedback, when the employee is doing something well or less well, should always be a part of every culture.
 
So, provide managers with the training and coaching they need, to provide both positive and constructive feedback frequently and correctly.
 
It will result in higher levels of employee performance, which directly impacts business results.