Performance Feedback
Four Ways to Improve Performance Management
For employees looking for ways to improve their performance, here are four ways to get and use feedback about how well they are doing on the job.
"There's always room for improvement you know - it's the biggest room in the house." Louise Heath Leber, on being chosen Mother of the Year, New York Post, May 14, 1961
Things haven’t changed in 45 years. Room for improvement is still the biggest room in most organizations. Yet many people find it difficult to give as well as receive information about their performance.
That’s understandable. No one wants to feel they are not living up to their own or their supervisor’s expectations. However, the only way for employees to improve performance (besides practice, practice, practice) is to receive input regarding what they are or are not doing right.
In fact performance management – a formal program of coaching employees -- is the #1 rated talent management strategy according to a recent survey by Bersin and Associates.
So to get a head start on personal performance management here are four ideas on how to improve individual performance by seeking and giving performance feedback:
- Seek recommendations. In order to improve their performance it is important for employees to actively seek suggestions regarding specific duties and projects they have responsibility for in order to improve the final product or outcome. No one person knows everything. Getting ideas and input may provide a new point of view not previously considered or shed light on an unresolved or unseen issue or problem.
- Ask for feedback. Don’t wait until annual review time to collect feedback on performance. Employees should ask their supervisor and others in their sphere of influence for feedback on a more frequent basis and feedback should provide more than just a critique of the quality and quantity of work or how well someone interacts with others. Employees should get feedback on things such as verbal and non-verbal style, how others perceive their communication and presentation skills, or how well they manage projects.
- Take steps to improve. Track the feedback received and create an action plan on what changes need to be implemented including specific suggestions on how to improve as provided by those who gave the feedback. Review and take action on this information on a regular basis. Note improvement based on continuing feedback and input from supervisors and coworkers.
- Reciprocate. Be willing to assist others by providing feedback to them while developing good communication skills. Some people are not comfortable receiving feedback. It will take time to develop a level of trust that allows co-workers to share, so be sensitive to feelings and direct the feedback at a specific skill, not at the individual. Instead of telling someone they talk too much, consider suggesting that they work on their communication skills by getting to the point more quickly.
