It’s that time of the quarter again and Benjamin is preparing to give performance evaluations to the 33 people on his team and in his department. While most have done their jobs well and are making their best efforts to continue to grow, others haven’t done so well and receiving this feedback might be tough for them.
This gets Benjamin thinking. How should he go about creating a feedback-rich culture? One in which his team members will begin to thrive from receiving their evaluations instead of dreading it?
The primary purpose of continuous performance management is to create more effective, ongoing coaching conversations. Feedback between employees, managers, and co-workers drive continuous performance improvement and development.
Employees in feedback-rich cultures not only accept and act on feedback, but actively seek and expect it.
Feedback-rich cultures, however, do not emerge over night. They represent collective habits and attitudes that develop over time. Here are a few ways Benjamin can convert his workplace into a feedback-rich environment:
1) Leaders set the culture: A good place to start is to have more ongoing, constructive feedback and coaching during leadership meetings and in one-on-one discussions between senior leaders and their direct reports.
2) Put up visual reminders: To maintain a culture that’s based on continuous improvement and peer support, try putting up posters and quotes that talk about the value of feedback and teamwork.
3) Educate managers and employees: Managers and employees must both become educated about the value of continuous performance management and how it leads to a well aligned, engaged, and high performing workforce
4) Provide positive support: Most companies say they value feedback and development but many don’t recognize and reward it. Make sure managers are rewarded and promoted while factoring in their skill coaching and developing those with whom they work.
These four tips will help Benjamin see more members of his team looking forward to receiving their evaluation form every quarter. And it will also take the sting out of it for the others who will receive continuous feedback on a weekly basis with the goal of improving.
If you want to know how to create a culture of continuous performance management, click the link below for more information.