Any manager will tell you that the hardest part of the job performance criteria is giving employee feedback – and even according to a Harvard Business Review Case Study.
Trying to maintain the fine line between constructive criticism and destroying someone’s confidence is a tough challenge, and the balance of employee engagement depends on the employee feedback process.
Part of that challenge is finding an appropriate reward and recognition program to motivate everyone.
Employee feedback process: Mistakes to avoid
If you have employees under you, here are the five most common mistakes you need to avoid and how managers can improve employee satisfaction with the feedback process.
1. Not giving ANY employee feedback
Perhaps the idea of sitting down and going through an employee’s performance evaluation is a task you can’t face. Perhaps you don’t have the time or want to avoid a potential conflict.
The problem with not giving employee feedback is that you lose staff confidence. It also deters the possibility of setting improvement goals for your individual employees.
If you don’t have time for a one-to-one sit down, then, instead, take time to create an accurate and clear email. In a performance review process, lay out everything you need your employees to do to improve performance while praising everything they’re doing right.
Read More – Employee Feedback Mistakes