There are obvious reasons to document the appraisal process and performance evaluation; however, his should be considered one small component - the most valuable feedback occurs on a daily basis. It is the interactions between leaders and their people - they simply can't be captured on paper.
2. Feedback Delayed Is Feedback Denied
How can you expect someone to understand your point of view regarding their performance if it hasn't occurred in the last 24 hours? This is the only way to keep things in perspective, to get things out in the open and to improve everyone's performance and teamwork.
If 24hrs have passed, just forget about it - don't add it to the trend line either - it's like the stock market, blink and you miss the opportunity.
3. Feedback Is Where You Find It
You only get out of it what you put into it. If you are not getting useful feedback, don't just look to the boss; look at YOURSELF - take charge and responsibility! Sometimes if you don't ask - you don't get. Be bold, establish a dialogue and keep your head out of the sand.
4. Giving People A Raise Isn't The Same As Giving Them Feedback
A raise is a transaction about how much money you or I can get. Feedback is a conversation about how much meaning you and I can create. Feedback is about success for your people and your customers. Pay is about marketplace economics and skills. Pay and feedback are not related.
5. Always Get Feedback On Your Feedback
Onc reason that feedback is so important is that people are great at self-delusion. It's easy to think we're better at writing software, creating marketing campaigns or analyzing business plans than we really are. Most managers need a reality check!
Feedback should be circular - that's right 360 degrees.
Simply think of the people that work for you as Customers and ask them for their feedback!
Good Luck with the Feed Back.....Stuart
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