Annually, monthly or otherwise, it's rare to find anyone who truly enjoys receiving a performance review. Performance conversations often lead to increased workplace stress, which can reduce people's ability to process feedback. However, you have the power to change this for the better.
Learn how embracing feedback management can help you make your workplace a safer, more comfortable and productive place.
Feedback management is a subset of performance management, a systematic process of measuring and improving how employees' work contributes to the company.
In other words, performance management evaluates the amount and quality of employees' work. Managers may use a number of methods in this process, such as:
While these methods primarily involve scoring an employee's performance, feedback management focuses on helping them improve their performance by giving them guidance and direction. Building a management strategy based on continuous helpful feedback allows your employees to take greater ownership of their career growth. It assists with setting accurate goals and provides a better understanding of the metrics you're using in your evaluation.
Managers can approach feedback management in several ways, including:
Whatever the method, performance feedback should be specific, actionable and timely.
Feedback is one of the six most important performance conversations for leaders to have with their employees. It serves as a base for three of the remaining five — goal setting, compensation and career conversations.
Employees want to do their best, but they don't know what they do not know. Giving them feedback can reinforce their positive qualities and direct them toward areas of improvement. Feedback management helps to:
Establishing a culture based on constructive feedback improves employee performance and morale, which helps companies run more smoothly and increase profits.
The key to successful feedback management lies in staff and leadership cultivating a growth mindset.
A growth mindset develops from feedback that focuses on effort over innate skill, shifting importance from a person's ability to how they improve. That shift recontextualizes mistakes and problems as challenges and challenges as opportunities to grow.
One of the best ways to encourage this mindset is to emphasize the importance of asking for feedback. The traditional method of offering feedback, whether abrupt or pre-planned, can be stressful for all participants. However, when feedback is given by request rather than offered unsolicited, it eases the process for both giver and recipient.
Initiating the request means the recipient can guide the conversation, giving them a greater sense of control and security that is more conducive to internalizing feedback. This method also provides the giver with a clearer idea of what feedback will be most helpful.
Embracing a growth mindset also benefits company leaders as well as employees. Rather than simply being managers, leaders should also view themselves as coaches whose goal is to support their team and help them build to their best possible performance.
With that in mind, leadership should frame their feedback on an employee's weaker areas as opportunities for improvement and development. Using language that encourages a growth mindset and regularly providing this feedback and support lets them turn the review process into a celebration of that employee's effort and growth.
Honing your feedback management skills can help you build a growth mindset within your team, and NeuroLeadership Institute is here to help.
Our goal is to help our clients and partners follow science to find new ways to see themselves and their work. Our science-backed approach gives you the tools to improve your everyday interactions. Our CFN Certificate in the Foundations of NeuroLeadership program teaches you the neuroscience behind facilitating change, as well as decision-making and problem-solving, collaboration and emotional regulation. With our Brain-Based Coaching program, you can learn how to facilitate positive change, have quality coaching conversations and help people move from impasse to insight.
Contact us today to speak with one of our education consultants and learn how to guide your people into positive, sustainable new habits.