Posted by Lauren • March 10, 2016 (Last modified July 29, 2018) • 4 min read
Giving feedback to employees can be a rewarding experience. As a manager, you are directly involved with career development that is, in some cases, life-changing. Performance conversations give managers the opportunity to build on their relationships with their teams and strategize the road to future success. Doesn’t that sound wonderful?
Well, of course, but getting to the point in performance feedback conversations where there is a mutual understanding of what an employee did well, not so well and how to improve for the future is hard. Managers are busy and it can be difficult to keep yourself accountable for following up with employees when they should be recognized for an achievement or addressing a mistake before a snowball effect tarnishes an employee’s work record. But, how do we create a work environment that thrives on accountability? Here are three ideas to get you started so that giving feedback to employees goes off without a hitch.
One of the first steps in creating an accountable workforce is giving feedback to employees that will influence employee performance. A recent study by Zenger/Folkman reveals employees have a stronger desire to receive corrective feedback than they do praise. In fact, nearly 60 percent of respondents felt this way. As expressed by the authors, corrective feedback is:
“…suggestions for improvement, explorations of new and better ways to do things, or pointing out something that was done in a less-than-optimal way…”
With corrective feedback comes the next step: goal setting. Did you know, according to recent Gallup research, a shocking 50 percent of employees don’t feel confident about what is expected of them at work? Do something with the feedback you’ve provided your employee. It’s one thing to point out that something isn’t being done right and more optimal ways to achieve the desired outcome, but it’s an entirely new challenge to develop a plan of action to get the wheels turning on that corrective feedback. Often, setting employee goals helps resolve other areas in need of improvement simply because the goal-setting process has created a heightened sense of accountability.
According to recent research by Bersin by Deloitte, 54 percent of organizations admit their employees revise their goals just once a year, if at all. Another study reveals 85 percent of Millennials, who make up one-third of the workforce, would feel more confident in their work if their managers had more frequent performance conversations. See where this is headed? Annual reviews are not bad, but their reactive goal setting and feedback conversations stunt productivity and drive employees to take more advantageous opportunities with other companies.
Giving feedback to employees takes organization, effort and guts. Ease the burden by setting up your team to be more accountable for their current and future performance. The sooner you do this, the sooner you can revel in the finer things in management like building on relationships and witnessing career development.
Looking for a more accountable workforce? Let Trakstar help! Our employee evaluation software gives employees the tools to keep them on the path to success.
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