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Feedback to Employees

Providing Feedback to Employees

Employee feedback – it’s something we know we all need to do, but do we know why we do it? It is not uncommon for a business to have mandatory performance reviews every six to 12 months, which are often linked to salary increases. But what do you as the employer get from these reviews? Are they useful? Do employees actually take on feedback and modify their performance?

The answer is dependent on the frequency and methods of feedback. Formal performance reviews can be a great tool for setting yearly expectations, however they are less useful for ongoing performance improvement. This is where on-the-spot feedback comes in. When you see an employee not meeting expectations, it’s important to address this immediately. The longer you leave it, the harder it will get to address, and it will often be forgotten.

On-the-spot feedback gives the employee clear expectations and the opportunity to correct their behaviour before it becomes a larger problem. Of course, it is important to remember to provide positive feedback on-the-spot as well. Employees who receive praise for their work are more likely to be engaged and consistent feedback is the key to maximising employee performance.

Providing ongoing feedback also improves employee engagement.  According to surveys collected by Gallup and Culture Amp, the leading motivator for employee engagement amongst employees is career progressing and learning opportunities, which can be easily ascertained through on-the-spot feedback and conversations.

So how do you conduct effective ongoing feedback conversations and subsequent performance reviews?

  1. Set clear expectations – it is important for employees to understand the expectations and requirements for their role. You should review the position description, determine responsibilities, standards for the business, and other key requirements needed to meet your expectations as a manager and as a business.
  2. Set achievable goals with negotiated timelines – when giving feedback, whether it be positive or negative, employees should be aware of the next steps in regard to improving their performance. Setting reasonable and achievable goals that can be revisited in the near future provides the employee with something to work towards.
  3. Frequency – of course, ensuring you are providing feedback frequently, clearly, and accurately is crucial to improving your employee’s performance and engagement.
  4. Follow up – make sure to check back in with your employees and discuss whether or not they have met your expectations and goals since your last chat and set ongoing goals.
  5. Ask for feedback on your performance as a leader – make it a two way conversation and ensure you are asking for feedback on what you can do to grow as a leader.

With these steps in mind, you are well on your way to creating a highly skilled, engaged, and happy workplace. For more information on the topic, please contact us on 1300 887 458 and speak with one  of our HR Consultants. If you are interested in learning more about our HR services, including HR Outsourcing, HR Consulting, HR Advisory Services, contact us at enquiries@liquidhr.com.au.