Create support among employees and set the grounds for a feedback culture!
Read more: Performance Reviews time? Or not?
The questionable value of appraisal interviews
We often hear from our customers that it takes a lot of time and effort for managers to assess employees in one meeting about their performance, to give feedback, to discuss personal development and, if necessary, look ahead and set goals. Besides, many employees are critical about these conversations as they are quick and rare. The value of these types of meetings for both the manager and the employee is, therefore, debatable. It’s time to renew the review cycle by redesigning it!
Employees take control of their development
In the traditional assessment cycle, ownership of development lies too much on the managers. Today, we would like to see that from a different perspective and place the focus on the employee who should be the one to take ownership. It gives the manager a more steering/coaching role and time is saved. Ownership in personal development is particularly striking among younger people (millennials). Young employees have many ambitions, are eager to grow, while looking for ways to keep this ownership of development with themselves and find a supporting technology to assist this.
Download the free ebook: How to give feedback to 16 different personality types
Feedback and culture determine the success
The culture within an organization is essential for the success of implementing a feedback culture. It is possible that organizations with a male culture where feedback is not yet given regularly, take long until there is a feedback culture.
However, it can also go very quickly. One factor that has a great influence on the implementation process and the acceptance of a feedback culture is support. Creating support requires communicating norms and values, conditions and exemplary behaviour regarding feedback to create a safe environment for this.
“The more often feedback is requested and given, the better gets its quality and employees get used to the feedback culture. You see that people are starting to help each other to develop.”
Technology is also a good way to support this process. Users have insights into their progress and notice the impact of open conversations. Sharing the feedback reinforces the support for a feedback culture even more!
Read more: Happiness at work – What are the effects and how to implement it
Create support and let employees see for themselves what impact they can have
The effort for each organization to implement a feedback culture varies. For one organization, it can be a difficult task if there is no prior basis while another one can be ready to rumble. By creating a support base, you lay the foundation for a feedback culture. Finally, show employees that this change impacts both the organization and their development!
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