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Employee Feedback Overview
How should employees give and receive feedback at work? There’s no single right answer, and there’s certainly no universal answer for every workplace. Different cultures, lines of work, and company history mean that what works in one place might completely flop in another. An aggressively confrontational style might be effective at one company, while a more measured approach may be better somewhere else. Some companies prioritize ruthless debate, others prioritize a positive work culture. Within companies, different teams have different styles, and within teams every individual interacts differently.
But despite these differences, one constant seems to be true across the board. In most workplaces, employees aren’t getting feedback nearly as often as optimal. Getting feedback more often from your manager and others around you makes you more motivated in your work and more likely to stay with your company for longer.
One of the best ways to do this is to give feedback in the moment. Real-time feedback is all about giving an employee information about their performance at the exact time they make a significant action in connection to their performance. It’s not always easy -- but it’s a skill that can be learned. There are typically two main types of feedback: Praise (also known as positive feedback or employee recognition), and constructive feedback. Praise is a way to tell an employee what they’re doing right, and to encourage them to keep doing it; constructive feedback is a way for an employee to know how they can improve, or even what they might not be doing.
Feedback is a great way to keep track of employee performance in between performance reviews. Using a performance management software can help you keep everything in one place, so you can refer back to feedback from months ago during a yearly performance review.