Gunjan Doshi

As a manager, you have a very powerful tool in your arsenal - feedback. If used properly, it can reinforce the positive and eliminate the negative.

I work in a flat organization and have over 20 direct reports. We have semi-annual performance reviews. I use these performance reviews to set semi-annual goals and assess employee performance on a higher scale. However, I do not use semi-annual reviews to give performance feedback. Most of the times, feedback is only effective if given within 24 hours of the incident. This facilitates a two-way communication as there is fresh context available. Remember, the goal is to give feedback that creates an environment of “continuous growth and excellence”.Here are my learning’s till date - some “Dos and Don’ts” for giving employee feedback:

1. Do not wait too long to give feedback. Give feedback within 24 hours of the event\incident.
2. Do not give a mixed message. Be very clear. At the end of the feedback session, employee should clearly know whether you are happy or unhappy with his/her performance.
3. Do not give feedback via email or phone. Always do it in person.
4. Do not give feedback in public. The purpose of giving feedback is to encourage growth and not reprimand. Always do it in private.
5. Do not broadcast. Keep the communication two ways.
6. Do not get emotional if the employee disagrees. The employee is entitled to disagree with your feedback. If you cannot keep your emotions in check, reschedule the session.
7. Do not just express your feelings. Back up your opinion with real concrete data.
8. Do not quote peers or other employees while giving constructive feedback. Always express your opinion.
    

 

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