When you do something for a long enough period of time, you start to take things for granted; the same rule applies to relationships with others. As a manager or leader in your organization, it’s important to be able to recognize easily avoidable pitfalls that can have a negative impact on your team. Communication is tantamount to you and your teams continued success, yet with all of the daily issues and tasks that arise, it can be an easy item to lose focus of.
Giving your team feedback on performance is essentially Management 101. There are those of you who wait until a more formal time to give feedback such as a yearly performance review (personally, I am a fan of yearly performance reviews, although I am aware of others who think the whole process should be done away with – whatever you floats your boat – right?). However, if you are not providing your team feedback throughout the course of the year then all you are doing is setting your team up for failure.
Feedback on a consistent basis is critical for employees especially those who have taken on a new project, or for those who are looking to be promoted, or any other reason for that matter. As a manager and a leader, being able to discuss performance issues or challenges with your employees and then creating a roadmap for improvement is important. Visiting that roadmap to ensure they are on the right track frequently is as equally important in keeping your team engaged and building stronger performers.
Giving feedback to your employees is important, but communication isn’t a one-way street, so getting feedback from your team is the other half of the equation. Being able to encourage open dialogue with your team members is as important to them as it is to you. You can set a time and place once a week, biweekly, monthly (however frequent you feel feedback may be necessary or requested by the employee) for a pulse check. Doing so will build stronger communication within your team, and being able to communicate effectively will in the end affect the overall performance of your team.
Categories: Performance Management