One of the primary factors cited time and again as being essential to any successful employee retention strategy is the need for managers to provide their employees with timely and constructive feedback. More often than not managers spend more time focused on the development of their company’s infrastructure and IT systems than on the improvement of their employees. What these individuals have failed to realize is the true value of those who work for them and the major returns that can be had for a simple investment of time in the advancement and improvement of their employees. Therefore, to help employers switch tracks and learn to focus on what should matter most, here are five points outlined by executive search firms for providing employees with quality feedback that is sure to help sculpt their performance.
1. To begin with, never delay in providing feedback, but do so as soon as possible after the notable action has taken place. The longer the gap in time between the event and the feedback the less of an effect the input will have, ultimately coming off less important and less sincere. The best feedback is that which is given right away.
2. As an extension of the first point, provide feedback as often as possible. Far too many managers wait for annual or quarterly evaluations to provide their employees with feedback. As opposed to waiting for those periodic reports to reflect on your employees’ performance, make a habit of actively seeking out moments and actions on the employees’ part that are worthy of feedback and do so right away.
3. While providing any feedback at all is an important step, the more specific feedback is the more effective it will ultimately be. As important as it can be to tell someone that they’re doing a great job, this does not provide them with any information as to what about their activities was good and what areas need improvement. Providing detailed feedback will not only let the individual know what needs to change what should be kept the same, but also serves to demonstrate that you are paying attention and that the information is sincere.
4. While providing employees with positive feedback is all well and good, now and then negative feedback must be given and it is important that these matters are handled carefully. To start, you should always make sure that you have your facts straight before making any judgment and addressing these points to the employee. Secondly, never address a negative topic without having positive reinforcement and recommendations for improvement ready.
5. It is important to remember that one of the primary objectives for providing feedback is to ensure that your employees feel as though their role within the organization is being valued, without which they may feel they are being undervalued and taken for granted.
Executive search and hiring procedures can be costly, but building up those already in your employee is not. Taking these seven tips to heart and applying them effectively can mean saving money for you company, seeing a significant return on the investment already being made in your employees, and creating an all-around more satisfying work environment.
Published by Conselium Executive Search, the global leader in compliance search.
