When working with people one of the most important things is to give them regular feedback on how they are doing and if they are going into the direction you want them to. As I am now in quite intense phase of feedback to my team I want to share some of my thoughts and basic rules about it.
Why is feedback important you might ask? We all are measured on results and in most companies most of the compensation models are based on specific quantitative targets. But is this all there is? How do people know if they are doing the right thing? What is the success of a team and what is the individual contribution to it?Let's take the example of a football team. Obviously the ultimate objective is to win a game or a championship but is that it? How does the offensive player feel when he just scored 2 goals and them lost 2:3? Did he do his job? Even in teams the individual effort is important and even if the team is not reaching the objective it can still be that some team members did a great effort and even had very good results. So it is important to give individual feedback, so people can learn, evolve, question themselves and set new reachable targets.
In the process of evaluation you should take into account the following:
1. Preparation is key for both sides
Take the time to think about what you are going to say and prepare for each and every evaluation. Your team member has to the same. Only then a real conversation will take place and a reflection on both sides can happen. Right down the most important things so that you don't forget it and choose angels if you know you have to talk about touchy subjects.
2. Be transparent and direct, but stimulating and encouraging and give positive critic
Evaluation is about giving feedback and not beating around the bush. Deliver the message and ask your people to do the same. The time you waste to make your point is the time you loos to get it fixed. If critizising do it with respect and taking into account specific efforts made. Encourage and empower your team member so that they leave the meeting with real prospects and motivated.
3. Adjust goals and objectives if necessary
Remember that objectives have to follow the KISS principle. If they don't (e.g. they are not reachable anymore or too easy to reach) then they are not helping the individual to progress and even less your team to achieve the overall objective. Make sure that the team member knows his role within the team and how his achievement helps the overall effort.
4. Ask for mutual feedback
Ask how he feels working with you and how your influence on his results were. You will be surprised how even small adjustments in your behavior and input will completely change the perception of your team member. When being challenged on your personal style or the help and input you can or should give, don't just defend but try to understand and if you are sure about what you do, then explain clearly why.
5. Right the most important feedback down and keep track on it
A written track of the most important talking points is giving the employee a feeling of consistency and value and it gives you the possibility to get back to the notes and reflect on what was said and to take action if necessary.So remember, feedback is important and is not only about having a nice chat. Address also the difficult points and speak openly about it - only then will change happen!
