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Why Continuous Feedback Is Important For Enhancing Employees' Performance?

Feedback from the person we trust and admire most helps us understand the blind spots, work on them and grow personally and professionally

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How often do you check for comments and likes when you post a picture on your Instagram or on your Facebook? How thrilled you get that likes, comments, and shares. What does it reveal about our collective conscience?  We crave for instant gratification in the form of feedback and recognition. Don’t we need this fulfillment in our professional lives? In fact, we need it more in our work, as it is more social and we need more collaboration, encouragement, and recognition from our peers and colleagues. People across the globe now exposed to this trend, waking up to reality and discovering continuous-feedback enabled technology to bring a revolution in their daily work life.

How Continuous Feedback makes your workforce agile and collaborative?

Organizations are devouring any practices and policies that are agile and accelerate results in higher performance, better collaboration, etc. For instance, DevOps in software development provides a collaborative learning environment and speeds up the software release process. The successful integration of feedback-based collaborative practices in operations makes it promising for the organization to try it in different settings including the employee performance management.

The traditional Performance Management System relies on a posterior analysis of the employees’ performance. It is more evaluative in nature and towards 6 monthly reviews or annual reviews. Today the goal of performance management is not just evaluation but coaching and development. While a lot of organizations drive employee development as a part of performance review exercise, it could be late from an employee perspective.  Continuous Performance Conversations are the best bet to change this trend.  Progressive companies introduce check-ins, conversations, continuous feedback and other ways to collaborate with peers and managers instantly and continuously.

Continuous feedback provides an opportunity to share their feedback, appreciation, Thank you and suggestions. This increases the trust between the employee and their managers/colleagues.  It boosts team engagement and collaboration. Instantaneous and collaboration are buzzwords of the agile workforce.

Why continuous feedback is important for personal and business growth?

Feedback is a mirror that shows our strengths and weaknesses. It helps us identify our blind spots. Most of the time, we are inured to our mistakes and missed to see it on our own. Feedback from the person we trust and admire most helps us understand the blind spots, work on them and grow personally and professionally.

Personal growth and business growth are entwined in an organization unless you are a copy machine. One without the other is unsustainable. Continuous Feedback reinforces both performance and self-development. Adobe is the early adopter of the continuous feedback-based performance management process. It helped their employees have meaningful conversations on work and career goals through check-ins. It has a tremendous impact on their business growth and their employees’ personal growth so much so that industry follows its lead without missing a beat.

A McKinsey survey shows 74 percent of employees whose managers were giving Continuous Employee Feedback and coaching said they have an effective performance management system.  And, they are also able to contain the attrition well within their team.

Continuous feedback for teamwork

Feedback should be multi-directional and include peer-to-peer feedback and upward feedback for holistic adaptation of feedback culture within the organization.

It makes more sense to train and make your entire workforce ready to give and receive feedback in a constructive way. Only if you train your people on feedback, you can systematically and successfully integrate it into their culture and reap benefits. A Bersin research on continuous feedback concludes that peer-to-peer feedback has a strong positive impact on collaboration.

Continuous feedback on goals and achievements

Modern performance management software can help you initiate a focused conversation on each goal.  Managers and employees share their continuous feedback specific to a goal and it is the digital footprint of trials and tribulations they encounter to achieve that goal.

The employees can share their hurdles and request guidance to overcome it. The manager can coach the employees and help them complete the task on time. The manager also can proactively give his inputs and suggestion when the progress is slacking. The continuous feedback shows a clear picture of the coaching, development, and progress in the making.

Also, during performance review and rating, these appreciations, performance conversations can be referred to understand the level of performance and achievement of the employee.

Instant recognition and spot rewards through Continuous Feedback

Continuous feedback tools help you share your appreciation to your colleagues to recognize their achievements or to express your gratitude when they go out of their way to help you with something. Public recognition increases the morale and team spirit of your people. Rewards and recognition through continuous feedback are the best way to build collaboration, sharing and inspiring them to help each other.

Continuous feedback helps to improve your employees’ performance, achieve a higher level of Employee Engagement and business objectives. If you want innovation, revenue growth, and employee satisfaction, then it is best to focus on continuous feedback based performance management.  


Disclaimer: The views expressed in the article above are those of the authors' and do not necessarily represent or reflect the views of this publishing house. Unless otherwise noted, the author is writing in his/her personal capacity. They are not intended and should not be thought to represent official ideas, attitudes, or policies of any agency or institution.


Tags assigned to this article:
feedback employees performance recognition

Shankar Krishnamoorthy

The author is CEO & Co-Founder of Synergita, an employee performance management company.

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