Feedback is a critical tool for employee development and growth.
However, it’s wise not to restrict it to the year-end appraisal. Leaders need to give constructive feedback on a regular, consistent basis, both formally and informally.
It gives employees a sense that the leadership is genuinely interested in their gowth and development.
This helps employees to take course correction and steps to enhance their performance.
There’s a better chance if this is done separately from the formal appraisals system, which gets linked to remuneration and rewards.
Also, sudden surprises, which can lead to stress and disappointment at year end, can be avoided.
Consistent and periodic feedback also helps employees to work better towards their goals. They can identify gaps, take courses to upskill and take more ownership for their careers.
Hence the need for sensitivity on the part of the manager/leader.
Some points to keep in mind:
However, the clear intention and purpose of the feedback should be transparent – to help the employee to improve and perform better.
– Be impeccable in the use of words – use active verbs and not adjectives.
– The tenor of the voice needs to be appropriately moderated.
– Put yourself in the other person’s shoes. Be empathetic.
– Let it be a, two-way conversation.
– Is the feedback objective anconsistent with others’ perspectives e.g, colleagues and co-workers, previous bosses, cross functional teams.
– Use questions instead of stating facts. Questions like: What if? Is there anything? What help/resource do you need?
– Is it a good time to talk – the mood of the employee or any personal challenges being faced,
– Is the feedback given with sensitivity, in a cool and calm manner?
-Importantly, is the feedback going to be helpful to the employee?
– Is it given in private or in public, worse still in the presence of other colleagues.
-Managers and leaders need to be trained on how to handle difficult conversations with empathy and compassion.
Skill grill 
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