Stacey Hanke is author of the book “Influence Redefined… Be the Leader You Were Meant to Be, Monday to Monday®.”
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Have you ever received feedback on an annual performance review that came as new news? Perhaps you’ve delivered a review to an employee only to have them look at you in complete confusion.
Performance reviews and assessments allow leaders to measure employee performance against predetermined annual goals. This also will enable leaders to discuss how employees can continue to improve their work and grow.
Unfortunately, many leaders use performance reviews as the only time to give employees the gift of feedback. Too many leaders refrain from providing feedback because they fear confrontation, worry they won't be liked or have little experience. As a result, they only offer feedback once required to do so each year during performance reviews. Their comments can leave employees feeling unprepared, frustrated and disengaged.
Let's face it: No one wants to discover all the areas they need to improve upon when it is too late to do anything about them. When it comes time to deliver performance reviews, there is little time for an employee to make the changes necessary to improve the outcome of their score. This could impact their annual raise, their bonus and the likelihood of future opportunities.
Trying to spare yourself from giving feedback does a disservice to your employee, your team's performance and your level of influence as a leader.
Here are five ways to overcome your fear while giving the gift of feedback.
Change your perspective.
Instead of fearing feedback, consider it a gift. We rarely see our weaknesses; therefore, we depend on others to be open and honest about how we can improve. This feedback is necessary for new opportunities, promotions and professional advancement.
Every professional athlete and musician relies on a coach's feedback to fine-tune their skills and improve their performance. It is no different for workplace professionals. We need feedback to advance and win the opportunities desired.
Commit to communicating.
If regular feedback is a new concept to your team, commit to change. Inform employees that feedback will become a new part of your group dynamics and request that everyone openly participates. Establishing a routine of ongoing feedback will be challenging but is necessary for everyone’s growth and performance.
Be open to receiving feedback yourself, not only from your employees but from those you work for as well. Communicate how you are working to implement feedback received to create a precedent for your team to follow.
Establish feedback routines.
Performance reviews typically occur annually, but you need more to drive improvement and create the change required for success. For that to happen, leaders must make a routine of giving feedback. Establish a weekly or monthly time to provide employees feedback—highlight one or two areas needing focus and a plan for achievability.
By routinely sharing feedback and ongoing opportunities for improvement, employees will be more likely to feel safe from the level of feedback provided during performance reviews because they'll have received it throughout the year.
Assign accountability partners.
Feedback doesn’t have to happen in a vacuum. Leaders can leverage accountability partners to improve the likelihood of employee success. Create a buddy system where employees are held accountable to each other for mapping improvement plans, reporting on progress and evaluating the next steps.
Accountability partners can help employees implement the feedback shared and bring them closer as they collectively work to improve their performance.
Create a feedback loop.
Feedback isn’t limited to just one source. Creating a feedback loop among employees can strengthen relationships and build trust. They can occur upon project completion, a presentation delivery or simply at the end of each work week. Feedback loops offer an opportunity to collectively evaluate performance outcomes, openly discuss lessons learned and identify areas to sustain or improve.
Feedback doesn't have to be scary. Giving it will not cost you respect or make employees dislike you. Failing to provide feedback, though, can do that. Employees must know your expectations and where they meet or miss the mark. Make feedback a part of your leadership routine for individual employee performance and your team's success.
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