Giving Feedback: Good and Bad
Most organizations require annual employee evaluations, which are often tied to how an employee is rated and influence future promotions and salary adjustment. For many employees, that’s the only formal feedback they receive about their performance. But that’s no longer thought to be the most effective way to manage and develop staff.
Beyond the traditional employee evaluation model.
In “The Art of Giving Feedback” (free until October 1) in AJN‘s September issue, author Rose Sherman describes the other types of feedback that managers should be doing routinely:
- appreciation feedback, which acknowledges an employee’s work and effort
- coaching feedback, which focuses on performance and developing employee skills
It’s easy to give feedback to a stellar employee, the one who consistently exceeds expectations. It can get uncomfortable for many managers when they need to give feedback to employees who need to improve in some areas. Some managers let things go, hoping the employee will improve over time or work around the issues.
The costs of avoidance.
But avoiding the issue can have consequences for everyone, according to Sherman:
“ . . . when problematic behavior is not addressed, it lowers the morale of the team and erodes trust in the leader. A failure to address performance issues on your team can have serious ramifications. […]