5 WAYS TO Structure a Feedback Conversation
It is essential for leaders
and managers to conduct feedback conversations with employees not just as part
of the annual performance review, but throughout the year, making it a regular process.
This will lead to better employee engagement as well as helping to iron out
performance-related issues on the spot rather than waiting till the end of the
year.
Suggestions from the experts on how senior leaders can properly
structure a feedback conversation.
1 Performance
It is a good idea to begin
the conversation with positive feedback and then lead up to the part of the
discussion where the employee is given suggestions on performance improvement,
says S Ramachandran, vice president of HR, CavinKare. “It is important to tie
in the feedback being given to current business challenges and have an enabling
discussion on what can be done to upgrade the employee's performance,“ says
Adarsh Mishra, CHRO of Panasonic India.
2 Set a Proper Flow
Plan ahead and prefix the
time for the feedback session in discussion with the employee, and prepare well
for the conversation. “Make any necessary notes to give holistic and balanced
feedback,“ says Aditya Narayan Mishra, CEO, CIEL, HR Services.
3 Data & Examples
Merely giving qualitative
feedback isn't enough, a manager needs to back it up with numbers. “Be sure to
include data and examples related to the employee's performance. This
demonstrates that the feedback being given is well researched and thorough,“ says
Ramachandran.Feedback based on strong data will induce an employee to work
towards better performance.
4 Competencies
Be sure to delineate the
competencies required for the employee to perform the current role well. “It is
a good idea to describe the levels that your team member must aim to reach on
each of those competencies keeping the future career growth in mind.Give feedback
on each of those competencies rather than have a generic conversation around
work styles, behaviours and personal preferences,“ says CIEL's Mishra.
5 Take Suggestions
Finally, wrap up the
feedback conversation by listening to your colleague. “Feedback should be as
much about taking as it is about giving. Ask the employee what you can take
action on as a manager, and follow it up to demonstrate your commitment,“ says
Panasonic's Mishra.
Brinda DasguptaET 29AUG17
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