All businesses value employees that perform to their full potential. Employees themselves desire to be the best they can! But everyone is unique with different sets of skills and talents that are improved each in their own way. Getting them into their “sweet spot” within the framework of your company can be achieved most effectively with a carefully planned performance feedback strategy.
This post is going to elaborate on what feedback is and how to use it for the purposes of optimizing employee performance. We will also walk you through an example of a feedback situation involving our favorite questions that focus on performance. This will leave you with a good understanding of the process, placing you in a position to start surveying your employees for performance today!
Feedback is a specific kind of dialogue that seeks to identify a person’s reaction to a given situation in the aim of improving short comings, to assess weaknesses, and promote strengths. In our opinion, collecting input is best done in person and in the form of an interview.
The information that you receive will facilitate your efforts to understand problems in the employee’s experience. It allows you to approach the issue with accuracy and implement the appropriate intervention strategy. The help you’ll provide will resonate with the employee. They’ll leave the interview feeling heard and ready to tackle pin-pointed challenges with optimism and vigor.
Feedback can be done for a variety of reasons but today we are going to focus on performance.
While you must keep in mind the factors that get effective feedback for any survey, you must also hone in on a set of specific tasks. This will set the parameters for the information you need from the employee regarding performance.
A performance survey should stay on the topic of what the employee is responsible for. Since there’s so much ground to cover, you need to expand deeper into the employees’ experience of that task. Here’s a list of example questions that should get the ball rolling:
(You can follow the rhythm of the last set of questions to once again get as much information as possible only this time for the employees’ general weaknesses.)
Now you have a basis on which to make a plan that aims to integrate their strengths to complement their weaknesses. Set up tasks and goals that allow them to focus their energies in one place and improve skills in one key area. Most importantly, come back to the feedback process again in order to examine the results of their efforts and re-assign new goals accordingly.
If this is done regularly, then you will undoubtedly see a boost in your employees’ potential. An employee that grows in this way is an invaluable asset to your business!
Our focus here at Williams Recognition is to help you improve all aspects of management. Our renown employee recognition programs can play an integral role in enhancing performance feedback. Come and find which recognition program is best for you!