When Should You Give Employees Feedback?

Dec 03, 2019

Maintaining a feedback loop is an important part of managing any team. Of course, in reality, you often get tied up with your day to day tasks and are unable to allocate time to giving or asking for feedback from your employees. As a result, the only time you engage in dialogue with your team is during their half-yearly or quarterly reviews. This can be ineffective in the long run.


Read on as we discuss how often you should be giving employees feedback and its benefits.

Building a Culture of Feedback and Discussion

If you want to deliver constructive feedback that helps your employees improve their performance, then you need to build a work culture that supports the same. Feedback works best when it is provided in an authentic, friendly, and uncritical way. The frequency with which you give feedback to your employees is equally important, as well. This can open up a real dialogue between you and your team.

As mentioned earlier, we suggest that you avoid limiting your feedback to annual review meetings. These tend to be impersonal and provide little benefit to the employee. Depending on the size of your team, you might have to engage in rushed feedback sessions, as well. Consequently, you may not give a sufficient amount of time or attention to your employees during these review meetings.

That’s the great thing about arranging for regular feedback sessions. They help your employees grow and improve themselves throughout the year. If an employee regularly receives your support and appreciation, then this encourages them to work harder, as well.

What Happens If You Cannot Have Frequent Feedback Sessions?

If you are unable to arrange for regular feedback sessions, then we suggest you use the following opportunities for giving employees feedback:

  • Complimenting and praising an employee on performing exceptionally well
  • Providing constructive feedback to an employee if they appear to be struggling with their responsibilities and helping them address their problems
  • Providing feedback when you believe an employee has the potential to perform better
  • Arranging discussions with your team when the organization faces a significant loss (losing a valuable client, failing to complete a project on time, etc.)

These instances can prove to be very useful for your organization. For instance, recognizing your star employees for their performance will make them feel appreciated for their efforts and will encourage them to continue performing as per your expectations.

In the case of underperforming employees, your support and guidance can enable them to resolve their problems and make them feel rejuvenated and inspired to work harder.

As far as the last scenario is concerned, it is essential that you engage in constructive feedback with your employees at this time. This can help you understand what went wrong so that you and your team can learn from past mistakes. As a natural consequence of such events, you may also need to boost your team’s morale.

Wrapping It Up

Engaging in constructive and timely feedback sessions may prove to be a hassle in the beginning. However, in the long run, this practice of giving employees feedback can be incredibly beneficial for them as well as the organization. It also adds more value to the mandatory review sessions that you have with your employees on an annual or quarterly basis.


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