Editor’s Note: This post is by Paul Slezak, Cofounder and CEO of RecruitLoop – the World’s largest marketplace of expert Recruiters and Sourcers available on-demand.
A few weeks ago I published a post outlining why my opinion on performance reviews has changed.
On average, managers spend 200 hours on the performance process every year. And yet 94% of people (let’s face it, that’s pretty much everybody in an organisation – employers and employees alike) don’t believe their current performance review process is valuable or worth the time.
The process is described as time consuming; extremely subjective; demotivating; unhelpful and some people have described their performance review as being worse than a visit to the dentist.
Receiving negative feedback as an employee is never easy. But being on the other side of the table, being ‘the deliverer’ of the ‘not-so-good’ news (or the ‘areas for improvement’) is by no means easy either (and I’ve been there hundreds of times in the last 20+ years).
Telling someone that they are doing something wrong is a process littered with land mines.
There is nothing wrong with negative feedback, there is only something wrong with poorly delivered negative feedback. Good negative feedback is an effective employee performance management tool. In fact it is possible to increase employee engagement by giving them effective negative feedback!
The solution to effective feedback isn’t repackaging. The solution is to improve the quality of the negative feedback.
Our friends at Headway Capital have put together this awesome infographic containing 12 rules that can make giving negative feedback much less stressful.
There are some terrific tips here … It’s definitely worth checking out.
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