As we approach the time employee performance reviews are given, keep these 5 tips in mind:
- Provide consistent feedback. While annual reviews are still a primary way employees receive feedback, employees want more consistent dialogue. Provide feedback weekly (or even daily if possible).
- Be direct and to the point. People are used to short tweets, quick posts, and viral videos that last less than a minute. Do not waste time or mince words. Employees want concise information. Be direct and to the point.
- Provide context. Specific examples enable abstract comments to come alive. Provide context for how your employees are performing.
- Expect to have a discussion, not give a monologue. Employees want to have a dialogue and discuss constructive criticism to understand the leader’s rationale behind the feedback. Be ready to have a conversation.
- Use varied methods for feedback. Face-to-face feedback is good, but informal feedback via email, text, or IM could be a more effective medium for certain employees. Don’t default to face-to-face; find the best medium for each employee.