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How to Provide Feedback to Develop Employee Skills


Presented by Paystrubmakr.com      By John Wolf    

How to know your workforce performance

Before providing feedback, you need to have the tool or the capacity to manage performance. Let us read and understand the basics of performance management. It is common to see that people are using this term instead of the traditional appraisal system. We are using the term as a more general term that includes and so replace the old terms like, performance appraisals, employee reviews, and employee evaluations.

We do not refer to Performance management as an annual appraisal meeting or the preparation of an appraisal meeting or a self-evaluation.
Performance management is not a form or a measuring tool for your company to use as a tool to track your workforce members’ goals and improvement.
 Performance management means managing and not monitoring the performance of your workers, creating a work environment that lets your employees grow and perform better using their best abilities. 
The word management is pointing a finger to you as a manager. It is your interaction with the employees at every step of the life cycle of the workplace. The idea of Performance management is to create a learning opportunity whenever we have an interaction opportunity.

The Performance Management System Components

You can read the list of components of the performance management system, but you can get it to work with only part of these components.   

    • Develop a good job description using an employee recruitment plan and identify your selection team.
    • Recruit the best potential employees by selecting the most qualified applicants to participate in interviews in your workplace.
    • Conduct more interviews and narrow down the pool of candidates.
    • Invite your selected candidates to multiple additional meetings as needed until you know the candidates’ strengths, weaknesses, and abilities to what you need. Check the potential employee testing and give them assignments to test if they make the right choice for the position that you need filling.
 
    •  Use a comprehensive employee selection process to select appropriate people. Identify the qualified candidate who has a perfect cultural fit and is the best fit for your needs.
    • Once you have selected the candidate for the job,  negotiated the terms and conditions of employment starting with salary, benefits, paid time off, and other organizational bonuses and extras.
    • Welcome the new employee to your organization.
    • Provide effective onboarding to the new employee. Correct the orientation, assigning a mentor, and integration of your new employee tour organization and its workplace culture.
  • Clear your requirements and accomplishment-based performance standards, results, and outcomes. Put measures between the employee and the new manager.
  • Ongoing education and training should be provided when needed.
  • Providing a good coaching program and the flow of feedback.
  • Conduct performance development planning discussions for each quarter.
  • Take care of compensation and recognition systems and rewarding of your workforce for their constant contributions.
  • Facilitate promotional/career development opportunities, including lateral moves, transfers, and job shadowing for staff.
  • Take care of exit interviews to understand the reasons for valued employees that leave the organization.

Catie Watson; Chorn  wrote

In an ideal world, your hard work on the job would be recognized by steady advancement up the corporate ladder. For a variety of reasons, this is not always the case. The demand for promotions exceeds the number of higher-level positions in many organizations. This means there’s a time in almost every career when a lateral movement is offered instead of a step up. Although this may seem like a bad situation, there are times when it makes sense to enthusiastically accept a lateral job transfer.

Tips That Will Help You Help Your workforce Grow

A quote by Rajeev Behera, CEO of Reflektive, the performance management platform

“Praise, by definition, is expressing the approval or admiration of something or someone. Feedback, on the other hand, is information about a person’s performance of a task used as a basis for improvement. In other words, both feedback and praise can be positive, but feedback is always designed to improve performance.”

By praising your employees, you tell them how good they are, and there is no promise of growth in praising your staff. Peopñes ambitions are always looking up to a better job on the organization’s pyramid

Develop Employee Goals

Manage your workforce, see the behaviors and job performance of your workers. Keep a record of your employee’s and use it to start developing a personal plan for the growth of each one of the employees.

Keeping the records will let you learn your employees’ performance goals— sales targets or any activity that they are participating in your company. In other words, by the time that you are watching your staff, you will be able to know to what level of performance you can expect from each one of your employees.

It would help if you had open communication with your employees so you will be able to ask and get honest answers about their personal career goals. It is essential to address this goal while having feedback sessions.

You will need to take this goal and see what the achievable tasks and skills are and concentrate your efforts to achieve these goals.
For example, if your employee wants to make better presentations.

The skills that are needed for presentations could be:

  • Speaking with a tone that sounds confidently and clearly
  • Having a profound knowledge of the subject matters
  • Creating graphic slides that pass the message better than words can.
  • Responding to questions made by the participants
  • Keeping the meeting focused by sticking to the main topic.
Feedback after the employee made the presentation by positively referring to these skills. Tell the employee how good it was to hear and see the confidante he or she was. Or that everyone in the meeting could enjoy the well prepared the employee was. Note that you are touching the areas that the employee needs to improve.

Regular in-person Meetings

Take time to give your employees positive feedback. It can be at the end of a presentation or other activity that you are present in real-time or in a one on one meeting where you can exchange information. You can give your feedback directly and get the employee’s reaction at the same moment.

No matter how your schedule is, you are, you should find time to sit with your employees often enough so you will keep giving feedback and listen to their feelings about their goal completion.

Do not leave the feedback and exchanging of information about goals achievement; it will lose its meaning for the employees. Action and the feedback about it will not have any positive change because after time in is not affecting the employee at a time that changes may be done effectively.

The end of the year meetings is the time to review and summarize the progress the employees made during the year.

Real-time or frequent feedback will let your employees know that they are on the right path or help them to correct or improve their performance. Giving feedback once or twice a year may cause you to forget the details of the cases you want to review. Your employees will have the same problem in remembering what the good or bad points of their performance were. It is much better to react to the performance while it is fresh on your and your employee’s mind.
Add to the memory issue the time that the employee could do better before the end of the year.

 

Avoid the Sandwich Feedbacks 

If you need your feedback to have an impact, in your employee mind, do not mix good feedback with negative feedback. It is hard to listen to critics and at the same time, listen to positive feedback. When you want to report your opinion about your employee’s performance, you need the employee’s 100% attention.

Late feedback and sandwich feedback will give no fruit for you. Sandwich’s feedback will be the signal that the manager did not prepare the feedback appropriately.

Use a Developmental Feedback 

Keep in mind that feedback is not for adverse action; it is the information you want to pass to your employees for the improvement and growth of the employee’s career in your workplace. A feedback session should identify weaknesses but have a positive attitude and ideas or improvement goals as a result.

If John was late four out of six days last week, give feedback to her. “John, I noticed you arrived late last week for four days. Is everything ok, or something that we can help you resolve. What I can do to help you arrive on time?”

If John answers you that “It was a car issue, but it was fixed already.” You can respond positively, “ho, I am happy you already have it fixed. John had a real problem with his car, and you did not create bad feelings, but the opposite, you get John to know that as soon as he has a real issue that prevents him from accomplishing his responsibility, you will notice but react with consideration.

It would be different if Jhon waked up late for three days in a row. Your feedback should offer some goals and steps that will help john to improve woking up on time.  Offer John to put an alarm for the right hour and make sure he gets up on time. Good advice will do the magic.                                        Again, it is not bad feedback, just feedback.

Good Feedback Is Essential

Managing is not pushing to achieve numbers and keeping the lower managers happy. Praising and being thankful for the employees when they do a good job.

Managing a workforce is about growing, developing, Create motivation, and coaching the employees. Feedback your people in the right way, and you will build a great workplace.

Feedback can be a two-way road to success. You should hear your employees as you want them to hear from you.

Being open to hearing your employees will let them feel much better with your presence and accept your feedback easier and happier.

Quotes on Feedback

 Some performance questions to ask:

  • Can I make your job easier?
  • Tell me about your greatest achievements this year?
  • In what part of your work you think you need improvement?
  • Tell me about your goals for the short term?
  • Tell me what next position in the company you want o be?

1. “We all need people who will give us feedback. That’s how we improve.”
– Bill Gates

2. “Criticism, like rain, should be gentle enough to nourish a man’s growth without destroying his roots.”
– Frank A. Clark

3. “Feedback is the breakfast of champions.”
– Ken Blanchard

4. “Feedback is a gift. Ideas are the currency of our next success. Let
people see you value both feedback and ideas.”
– Jim Trinka and Les Wallace

5. “Mistakes should be examined, learned from, and discarded; not dwelled upon and stored.”
– Tim Fargo

6. “What is the shortest word in the English language that contains the letters: abcdef? Answer: feedback. Don’t forget that feedback is one of the essential elements of good communication.”
– Anonymous

7. “There is no failure. Only feedback.”
– Robert Allen

8. “Make feedback normal. Not a performance review.”
– Ed Batista

9. “No matter how good you think you are as a leader, my goodness, the people around you will have all kinds of ideas for how you can get better. So for me, the most fundamental thing about leadership is to have the humility to continue to get feedback and to try to get better – because your job is to try to help everybody else get better.”
– Jim Yong Kim

10. “True intuitive expertise is learned from prolonged experience with good feedback on mistakes.”
– Daniel Kahneman

11. “I think it’s very important to have a feedback loop, where you’re constantly thinking about what you’ve done and how you could be doing it better.”
– Elon Musk

12. “The single biggest problem in communication is the illusion that it has taken place.”
– George Bernard Shaw

13. “Examine what is said and not who speaks.”
– African proverb

14. “Employees who report receiving recognition and praise within the last seven days show increased productivity, get higher scores from customers, and have better safety records. They’re just more engaged at work.”
– Tom Rath

15. “There are two things people want more than sex and money… recognition and praise.”
– Mary Kay Ash

16. “Criticism may not be agreeable, but it is necessary. It fulfils the same function as pain in the human body. It calls attention to an unhealthy state of things.”
– Winston Churchill

17. “To avoid criticism, do nothing, say nothing, and be nothing.”
– Elbert Hubbard

18. “Words are singularly the most powerful force available to humanity. We can choose to use this force constructively with words of encouragement, or destructively using words of despair. Words have energy and power with the ability to help, to heal, to hinder, to hurt, to harm, to humiliate and to humble.”
– Yehuda Berg   

People like to listen that they are appreciated by their boss or by their close friends and family. You should show your staff that you understand them as their leader.

Leaders should guide their people, show them the way to success, teach them to do better, and give them more responsibility when they are ready to do an excellent job in the new post.

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Disclaimer: John Wolf and paystubmakr.com are making a total effort to offer accurate, competent, ethical HR management, employer, and workplace advice.  We do not use the words of an attorney, and the content on the site is not given as legal advice. The website has readers from all US states, which all have different laws on these topics. The reader should look for legal advice before taking any action.  The information presented on this website is offered as a general guide only

 

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