In the last byte, we looked at some of the challenges one would face in monitoring performance. In today's byte, we look at the feedback aspect in a bit more detail.
One common challenge every individuals face is to discuss about their areas of improvements with someone else. This scenario is generally forced by the performance management in the form of feedback sessions. The challenge of feedback is one of the most stressful events for supervisors and employees - no doubt.
To make the feedback session better, both the employee and the supervisor would require trying and making the session a constructive learning focused experience. The implications of these discussions are extremely long term and hence should be executed extremely well. It would definitely be useful to note the following when providing feedback (from the supervisor's angle):
One common challenge every individuals face is to discuss about their areas of improvements with someone else. This scenario is generally forced by the performance management in the form of feedback sessions. The challenge of feedback is one of the most stressful events for supervisors and employees - no doubt.
To make the feedback session better, both the employee and the supervisor would require trying and making the session a constructive learning focused experience. The implications of these discussions are extremely long term and hence should be executed extremely well. It would definitely be useful to note the following when providing feedback (from the supervisor's angle):
- Refer to specific details - this enhances acceptance
- Focus on changeable behavior than the individual personality attributes
- Plan for the session
- Start with Positives of the employee
- Do more of listening and help the employee come out with areas of improvement
It is important to remember here that - the supervisor would need to balance the aspect of exploration, learning etc when providing specific feedback!
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