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How should you provide personalized feedback to your employees?

19 Sep

Customized feedback

Everyone needs feedback in order to do their job effectively. What kind of feedback, and how often, that varies from person to person. Some managers think, if they keep on piling more feedback on their employees, then they would be successful at some point in time. But that is the wrong assumption. By following that approach, you might be unknowingly suffocating your folks, or giving them the impression that you are micro managing them.

As a manager, we need to tune in to the unique frequencies of each of the employee. Be observant, listen and remain alert for opportunities to give feedback, when they want/need it. One size doesn’t fit all. Base the frequency of your feedback on their tasks and responsibilities, their efficiency, their curiosity, and their working style.

Obviously, nothing will work out well in the first try. So, make sure to refine your approach regularly. Ask them for their feedback on your new process, and how it is working out for them. Make sure to ask very specific questions such as ….. Do you like to meet every week for our one-on-one session? Do we need to make this meeting shorter or longer? What kind of things would you like to discuss during this session? etc.

You should also make a note that every employee is different on how he/she consumes information. Thus, it would be a good idea to ask them about their preferred way of communication. Obviously, if your work is not getting done, then you can go to them directly to find your answers, after all you are their Boss. But if the work is getting done according your expectations, then you might want to give them some leeway on how you can provide them feedback. Some of the preferred methods would be …. e-mail, face-to-face conversation, a memo, or a telephone call.

No matter what kind of feedback mechanism you use, always make sure to note down your positive/negative feedback in a separate diary (or in OneNote/EverNote for you tech geeks out there). This approach will ensure that you can judge everyone fairly during your year-end review, and you don’t need to depend on only 2-3 month’s performance of your employees.

Do you have any other ideas through which you can provide personalized feedback to your employees?

Thanks – Bhavin Gandhi

 
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Posted by on September 19, 2013 in 21st Century, Leadership, Management

 

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