HOW TO GIVE PERFORMANCE-APPRAISAL FEEDBACK WITHOUT WORRYING
Do you know what performance feedback appraisal is?
Within People Management, the term feedback is used to characterize the procedure that aims to create a virtuous circle of team growth. It’s a performance appraisal which may be timely or periodic, positive or otherwise and should be perceived as constructive.
The term is the same as “feedback,” borrowed from engineering whose concept is the return of effective information to the cause of a phenomenon. Which however, is not so simple when it comes to human relationships.
That’s because performance appraisals elicit different reactions in different people. Therefore, actions and reactions in human behavior are never as linear as in engineering. On the contrary, they are unpredictable and complex and subject to the multiple tangle of layers of the human psyche.
So how to give feedback performance appraisal?
All work follows in a certain direction and therefore, need parameters for its accomplishment. Managers however are not always able to convey these points with detail and accuracy. Or else the person receiving the message receives a different interpretation of that which was intended.
Through understanding what feedback is, let’s see how we can use this tool to create a positive response and endeavour to improve employee performance and productivity.
Before, check out how to give feedback on benchmarking, take a look at this tips:
How to give positive feedback to your employees
- Describe the situation.
Avoid talking behind people’s backs and don’t generalize
For example: “I noticed that you’re rude to clients on the phone.” and not “you’re always rude to clients”
- Tell me how did it affect you?
Could be how it affected you or how it affected business or other employees.
- Ask ideas for options and solutions.
Instead of telling them what to do, ask for ideas and solutions.
- Define a clear plan.
Create and improve actions that you can put into practice.
How to give feedback performance appraisal on benchmarking: 7 practical tips in deep
1- Do not make personal criticism
Many managers fail at this point by getting annoyed by mistakes or misunderstandings made by their employees.
Never give corrective feedback when you feel angry. Your tone of voice and use of language can make all the difference.
Remember not to criticize the person, let alone crush their self confidence. Never make criticism personal, stick to the job and remember to be a manager in the situation. Base your comments on the employee’s personal development.
2- Treat it as a constructive tool
When preparing performance feedback, either verbally or in writing always try to be well-meaning.
This contributes to the improvement of that person’s work, so therefore never give in to the idea of “letting it go” or “it won’t do any good.”
If the manager himself perceives feedback as a constructive tool, he will also be able to convey this concept to his employees.
3- Forget the sandwich technique
Do you know that old technique of saying something positive then saying something negative and then something good again? Forget it.
Most people are used to it now and when it starts with the positive, you know the negative comes next! Positive feedback even if it’s real, can fall into disrepute.
Therefore the best thing is that at every moment, to avoid confusion, focus on what is needed for the employee at the time.
4- Give positive and negative feedback.
Some managers have a bad habit of only offering feedback when things go wrong and avoid the positive feedback that can encourage employees.
Others fear hurting people with negative feedback and avoid the situation.
Instead, it’s ideal to offer both types of feedback and as far as possible, to let things balance out.
To make it easier, prepare your employees and explain that feedback will be offered habitually.
Bear in mind that people in general are afraid of both receiving and giving negative feedback. Therefore, a more open attitude facilitates communication.
Here’s an example of positive and negative feedback at work:
- Example of negative feedback: – Eduardo, your report’s late and it’s damaging other department’s that also need them to perform tasks. What can we do? Are you overloaded? Is there any missing data or resources we can get you?
- Example of positive feedback: – On the other hand Eduardo, your reports are very complete and definitive, you’ve received praise from the others!
However, we cannot always provide feedback on performance appraisal that is both positive and negative, even if it does give the feedback.
5- Be specific
This refers to observed behavior or particular work conduct where you notice that someone’s performing differently. Avoid generalizations such as “you always do that!”.
In this case avoid judgments and perceptions. Before offering any feedback be clear about the situation.
There’s a good tip: There’s nothing quite like giving written feedback to make sure you include everything you should say. You can always give the feedback face to face and then give the written feedback.
6- Use rule three for performance feedback.
Ideal feedback follows a very simple three dimensional rule:
- Demonstrate the context;
- Give an example of the observed behavior or practice;
- Explain what were the consequences. Finish by suggesting the changes required.
Don’t give performance feedback without going through these three items.
7- Put yourself in the other’s shoes
Be empathetic. Remember that as much as you’ve been able to build positive attitudes in your team regarding performance feedback, it will always activate a natural human defense mechanism.
Put yourself in the other person’s shoes and try to imagine yourself receiving the same message. How would you feel?
If the person receiving feedback wants to make a point, listen carefully and give some thought about what you’ve just heard.
Don’t buckle if you encounter some resistance. Show understanding at the time and if appropriate, discuss the points later.
Remember: feedback is not meant to be an instrument of harassment or chastisement. it is instead a clear act of communication that aims to improve people’s work and reorient productivity.
With some empathy, everything can get easier.
We have more info about how to give performance feedback appraisal correctly:
How to constructively give performance feedback appraisal to your employees
- Don’t do it in front of others. If it’s a delicate subject
- Start praising good results that you’ve noticed
- State the issue. Get to the point as quickly as possible
- Invite everyone to share their point of view. Listen objectively and don’t interrupt.
Does that clarify how to give performance feedback appraisal?