Communication and effective feedback can be a powerful indicator of employee engagement and vital for motivating and improving individual and business performance. They are recognised as two of the three key traits of effective performance managers, the third being setting expectations.
Businesses need to be on top of how information is circulated throughout the organisation and feedback is at the centre of effective communication. Open communication channels with effective feedback loops will ensure employees from all areas of the business understand how their work measures up, how they fit into the overall business objectives and allow them to contribute to the organisation.
On an individual level communication and feedback is crucial in driving up performance and yet how often do we provide this to employees? Every interaction with your employees is an opportunity to give or receive feedback and build your relationship with them. In a 2013 survey by Gallup, it was identified that only 13% of employees are truly engaged by their boss and the business. Feedback is one of the techniques we can use to increase engagement as, if done effectively, it develops the individuals and demonstrates we care enough to give the gift of feedback.
Performance appraisals are a good opportunity to open up this communication and feedback process – but simply going through the process and asking stock appraisal questions will get you no further in developing communication and feedback.
In this previous article we looked at ways to manage communication to ensure it is delivered in the best possible way.
We also need to think about the feedback we provide and how often we are giving feedback to employees. Feedback is important to allow employees to develop, it helps them know what they have done well and also areas where they haven’t been as successful. Whilst feedback shouldn’t be critical, don’t avoid talking about any issues there may be.
There are two main types of feedback which drive up performance:
Motivational
Used: to praise what the individual has done well.
Benefits: ensures continued motivation, builds confidence and helps maintain performance, helps people understand what they need to continue to do and makes people feel valued.
Formative / Developmental
Used: to highlight were the individual needs to improve.
Benefits: knowing where you are going wrong/areas highlighted for you to concentrate on, builds competence and helps improve performance.
All feedback should be specific, with examples, focused on observed behaviour and be timely (as soon as possible). Feedback alongside effective communication will engage and improve employee performance.
Published by James Osborne May 15th 2015
James Osborne
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