Effective feedback is one of the most powerful organisational tools that can improve employee performance, yet many leaders fail at ensuring that this process provides optimal outcomes.
Many managers, supervisors and team leaders would rather be doing something else than spending time working through issues and problems, or simply clarifying what is happening and what is not. Sometimes this is due to a lack of skill in under-taking the process, while sometimes it is simply due to complacency. Other times, leaders are concerned about potentially angry or emotional responses, which can create another set of problems that they may be unable or unwilling to deal with.
It is important for leaders to realize that empathy and the ability to acknowledge the contribution of their staff are the most important skills they can have when providing effective feedback. It is worth taking some time to reflect on why you conduct per-formance appraisals and what you want to achieve by doing them – for both you and your staff.
Sometimes, providing feedback can cause great stress, intimidation, shock, anger or resentment and can actually have a counterproductive effect on productivity, personal relationships, and even people’s willingness to work in the best interests of the organisation. However, if the necessary groundwork is done first, and appro-priate strategies and processes are put in place, performance feedback should not result in any unpleasant surprises or embarrassment for employees.
Learn how to provide feedback to colleagues, staff and associates as an effective appraisal exercise in your organisation with executive coach Ricky Nowak at your next conference or workshop.
Ricky specialises in building top performing teams and individuals for many of Australia, New Zealand and Asia's leading organisations, and is an energetic motivational conference speaker, corporate trainer and executive coach.