4 Amazing Ways to Deliver Performance Feedback

 In Success Stories, What You Need To Know

Performance Leadership


The Key To Delivering Effective Performance Feedback To Your Team

Delivering constructive performance feedback is rarely something that a plant manager looks forward to, but it’s one of the most important tools an employee has to improve their job performance. In fact, a recent article in the Harvard Business Review found that 72% of surveyed employees thought their performance would improve if their managers would provide corrective feedback.

Employee feedback processes don’t have to be complicated. Here are some tips to make it easier and more effective for both you and your staff.

Give feedback in real-time

Being timely or “at the moment” is key when it comes to feedback. If the corrective feedback comes too long after the behaviour occurred, the situation may no longer be relevant, rendering any advice or recommendations ineffective.

Instead, as soon as you observe or are informed of the behaviour, have a discussion to provide feedback as soon as possible. For example, General Electric has developed a real-time mobile app to be able to provide more valuable feedback.

“We wanted a system to position us for the future, a contemporary performance development system that provides “real-time” feedback tied to customer and shareholder outcomes.” Sonia Boyle, vice president of human resources at GE Canada, said in an interview with Workopolis.

By acknowledging the value of this real-time feedback, the General Electric team is able to make instant recommendations and adjustments to improve their service and customer experience.

Respect your employee’s privacy

On a shop floor, the dreaded ‘whiteboard of performance’ is a common tool; but experts suggest that you give performance feedback to an employee without an audience present. Ensure that there’s always enough support on the floor to allow staff to step aside with you for a brief talk. It’s a simple gesture that shows your employee that you respect their right to privacy–and it may give them a chance to give you a candid answer on what’s really slowing them down.

Be specific, be concise, and be forward-thinking

It’s important to touch on the present situation clearly, then move onto how your employee can apply the feedback in the future. Pinpointing what went wrong, why it matters, and what comes next can help a person see the long-term consequences of a poor decision.

Delivering feedback succinctly is a simple three-step process:

  • Identify the behaviour: ‘I saw that you moved that tool to the wrong bin after you used it.’
  • Explain the outcome: ‘This would make it very hard for Jim to find the tool when he’s on shift in an hour.’
  • Provide a future solution: ‘Please put the tool back where it belongs, or if that location is problematic, let’s talk about where to move it.’
Keep in mind that if you want them to care, you have to care too.

At the end of the day, it’s important to remember that the best leaders provide the guidance their team needs to reach their peak performance. A well-guided team remains motivated and focused when they know they are doing good work and are getting good results. Stay focused on what type of feedback your employees need from you, and the conversation will come naturally.

[https://hbr.org/2014/01/your-employees-want-the-negative-feedback-you-hate-to-give/ ]

 

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