viaPeople Insight - Performance Management & Succession Planning Blog
Continuous, Open Performance Feedback is Becoming the Norm
Gone are the days of the top-down, annual performance review. Organizations continue to open the performance feedback and evaluation process to invite participation from employees at all levels in the organization. This is now becoming the new normal and it offers a variety of benefits to employees and leaders. At the same time, it makes skills in providing helpful performance feedback a requirement for the entire talent pool…not just managers. Without these skills, the quality of the feedback will be limited and employees won’t get the feedback they need to develop and enhance their performance.
The topic of delivering performance feedback typically focuses on how to provide constructive or critical feedback aimed at improving performance. I have written several articles aimed at offering sound practices for improving employee performance using effective performance feedback and realize that I have not appropriately addressed the importance of positive feedback. I believe that both constructive and positive feedback are critically important for high performance but for different reasons.
Feedback Now: Because we all <3 spreading feedback
What do you get when you cross the anonymity of 360 Feedback with the social media savvy set?
Addressing poor employee performance is probably one of the most stressful and least appealing aspects of being a leader. Not tackling a performance problem in its early stages is a pitfall that some managers fall into, for any number of reasons. I have heard countless reasons (excuses) why poor employee performance has been overlooked with the five most common being:
Accurately delivering and documenting performance feedback is a critical element in employee performance management. Using talent and performance management software makes the process of documenting observations, results, and the outcomes of performance feedback and coaching discussions much easier. Nonetheless, leaders at all levels find documenting performance feedback to be a challenge.