For the evaluation feedback process to be effective, a manager:
1- conducts weekly meetings with staff members.
2- considers staff members' interests and abilities when delegating tasks.
3- informs staff members regularly of how well they are performing their jobs.
4- provides goals for staff members to meet.
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One of the most important steps in a work performance evaluation system is feedback, this consists of a communication process between the direct manager and each of the members of his work team to review the performance shown in compliance of its activities and the one expected by the organization.
This practice is the one that closes the cycle of the performance review since it is carried out at the end of the evaluation and based on the results obtained, it allows to know and promote the strengths of the collaborator and the guidelines for working on weaknesses are established. In this way, feedback or feedback becomes a fundamental support tool to seek motivation and contribute to the improvement of the employee and thus improve their performance and impact within the organization.
Importance of performance feedback:
- Effective and timely feedback is a critical component of a 360 performance evaluation or evaluation program and should be part of it in conjunction with a system for setting goals and objectives such as the Balanced Scorecard. This process is of great relevance as it informs the employee how he is doing his job, what he is doing effectively and what he is not doing.
- A good or poor feedback generates a direct impact on your work team since if it is not done effectively and looking for the motivation of the worker can have a negative effect on him and affect his self-esteem and performance in the workplace as well as Your employment relationship with other employees.
- It is important that the feedback is focused on the key competencies that are required for the job being evaluated and aligned with the organizational goals seeking to boost the present and future success of the company and each of its collaborators.
- Take into account that the way in which feedback is provided contributes to the learning process of the person evaluated, comments by way of judgment or destructive criticism do not add value as an opinion based on fact, timely and specific, could do, this will serve also to improve the way in which the person receives the information and can be open to improve their performance and make an effort.
Tips for good job performance feedback:
Performance feedback is a practice that can become a very valuable tool for continuous improvement in the organization that can even generate a significant competitive advantage.
Seven tips to give feedback to your team more effectively:
1- Prepare for the meeting and ask your employees to prepare:
It is important that during the work year you collect information and partial results of each of your collaborators to know their performance throughout the period. In this way, at the time of the review meeting, you will have solid bases to know what your employee's behavior has been and their progress in achieving goals and objectives as well as in the skills shown.
Try to have all the necessary documentation such as performance evaluations, reports, indicators, Balanced Scorecard, job profile, etc. Also, ask your collaborators to prepare for the meeting by separating the date and completing their self-evaluation and carrying with them an action plan as a proposal, so they can have an idea of what will be discussed during the meeting and will motivate them to analyze its performance and conduct during the period evaluated.
2- Set goals and expectations:
An essential step in this process is that both you in your position of boss and your subordinate know and have clear goals and expectations of their performance, this will allow the feedback to be more objective and realistic.
Make sure that the goals are specific, measurable, attainable, results-oriented and determined over a period of time, in the same way that they are designed according to the job and aligned with the strategic objectives of the company. This way your collaborators will be able to know how their work contributes to the success of the organization.
3- Carry out the process in person and personally:
While it is true that technology facilitates many processes within companies, in this case in particular it is recommended that if possible the sessions be conducted in person so that when sharing information with the other person this can be done head-on and knowing their reactions, this will provide more confidence and increase the effectiveness of the process.
Also remember that this process must be totally personal and individual with each member of your team. In case of distance it is not possible to do it in person, it is recommended that it be carried out by video conference to see the other person.
1- conducts weekly meetings with staff members.
2- considers staff members' interests and abilities when delegating tasks.
3- informs staff members regularly of how well they are performing their jobs.
4- provides goals for staff members to meet.
----------------------------
One of the most important steps in a work performance evaluation system is feedback, this consists of a communication process between the direct manager and each of the members of his work team to review the performance shown in compliance of its activities and the one expected by the organization.
This practice is the one that closes the cycle of the performance review since it is carried out at the end of the evaluation and based on the results obtained, it allows to know and promote the strengths of the collaborator and the guidelines for working on weaknesses are established. In this way, feedback or feedback becomes a fundamental support tool to seek motivation and contribute to the improvement of the employee and thus improve their performance and impact within the organization.
Importance of performance feedback:
- Effective and timely feedback is a critical component of a 360 performance evaluation or evaluation program and should be part of it in conjunction with a system for setting goals and objectives such as the Balanced Scorecard. This process is of great relevance as it informs the employee how he is doing his job, what he is doing effectively and what he is not doing.
- A good or poor feedback generates a direct impact on your work team since if it is not done effectively and looking for the motivation of the worker can have a negative effect on him and affect his self-esteem and performance in the workplace as well as Your employment relationship with other employees.
- It is important that the feedback is focused on the key competencies that are required for the job being evaluated and aligned with the organizational goals seeking to boost the present and future success of the company and each of its collaborators.
- Take into account that the way in which feedback is provided contributes to the learning process of the person evaluated, comments by way of judgment or destructive criticism do not add value as an opinion based on fact, timely and specific, could do, this will serve also to improve the way in which the person receives the information and can be open to improve their performance and make an effort.
Tips for good job performance feedback:
Performance feedback is a practice that can become a very valuable tool for continuous improvement in the organization that can even generate a significant competitive advantage.
Seven tips to give feedback to your team more effectively:
1- Prepare for the meeting and ask your employees to prepare:
It is important that during the work year you collect information and partial results of each of your collaborators to know their performance throughout the period. In this way, at the time of the review meeting, you will have solid bases to know what your employee's behavior has been and their progress in achieving goals and objectives as well as in the skills shown.
Try to have all the necessary documentation such as performance evaluations, reports, indicators, Balanced Scorecard, job profile, etc. Also, ask your collaborators to prepare for the meeting by separating the date and completing their self-evaluation and carrying with them an action plan as a proposal, so they can have an idea of what will be discussed during the meeting and will motivate them to analyze its performance and conduct during the period evaluated.
2- Set goals and expectations:
An essential step in this process is that both you in your position of boss and your subordinate know and have clear goals and expectations of their performance, this will allow the feedback to be more objective and realistic.
Make sure that the goals are specific, measurable, attainable, results-oriented and determined over a period of time, in the same way that they are designed according to the job and aligned with the strategic objectives of the company. This way your collaborators will be able to know how their work contributes to the success of the organization.
3- Carry out the process in person and personally:
While it is true that technology facilitates many processes within companies, in this case in particular it is recommended that if possible the sessions be conducted in person so that when sharing information with the other person this can be done head-on and knowing their reactions, this will provide more confidence and increase the effectiveness of the process.
Also remember that this process must be totally personal and individual with each member of your team. In case of distance it is not possible to do it in person, it is recommended that it be carried out by video conference to see the other person.
4- Be specific and give examples:
As we mentioned before, for the performance evaluation process, including feedback to be effective, it is essential that it be objective, so try to describe the facts and not the interpretations or opinions at the time of conducting the results meeting. Have the situation. Seeks that everything reviewed at the meeting is accompanied by examples and validated information so that there is no room for doubt or misunderstanding.
It is essential that you handle assertive and direct communication so that the message is delivered in the best way and that the objective of promoting continuous improvement in the performance of your collaborator is fulfilled.
5.-Performs feedback periodically and frequently:
Remember that the fundamental purpose of performance evaluation and feedback is to encourage improvement and continuous learning, so it is recommended that although in your organization this process is scheduled annually to try to have continuous communication and feedback to your staff in more periods Short so that you can have a broader picture of what is happening and correct the path in case there is something that is not working on time.
6- Establish the feedback as a systematized and established process:
While it is true that there must be continuous communication and advice from the boss to his team, it is important that the feedback is part of a formal process of human talent management in a systematic and established way within the organization.
Having a technological tool to carry out your performance evaluation system and having the most complete information to provide feedback to your employees is a way to do it more effectively and comprehensively.
7- Emphasize what the collaborator can change or improve:
The main objective of the feedback is to maximize the potential of your human talent, generate continuous learning and improvement, so you must take care that the focus of the meeting is always looking for the way for the person to improve their skills and find their areas of opportunity in The ones that can work. The results of both the evaluation and the feedback board can be the basis for defining the employee's learning and development plan, knowing their work growth opportunities and rewarding them for their achievements.
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