…is give and receive feedback.
Regardless of what you think about performance reviews, feedback isn’t going away. In fact, organizations are encouraging more of it. As consumers, we get more opportunities to give feedback about products and services. I was recently at a hotel that sent me a text message after my first night, asking me to rate my stay so far.
Feedback extends to employees as well. Organizations are finding that regular employee feedback sessions improve performance. And feedback from colleagues is just as valuable as manager feedback.
We talked about feedback a lot in 2016. If you want to learn more, here are some of the more popular posts about feedback we published.
Mentors can play a valuable role in career development. But, we don’t want to depend on our mentor for everything. Sometimes, we just need to make it work.
Has your boss ever told you why you were hired? Did you ever ask? Setting employees up for success means open and honest communication – both ways.
Radical candor is the concept of giving blunt, honest feedback. While we need honesty in the workplace, radical candor isn’t an excuse to be insensitive.
Employee performance reviews can include multi-rater or 360 reviews. Here are some key advantages and disadvantages to using these types of reviews.
Employee activation takes engagement to a whole new level. Peer-to-peer feedback can lead to high levels of activation. But training is also key.
IMHO, organizations will be spending more time in 2017 talking about feedback. We can only hope they support it with a training investment. Employees at every level need to learn how to deliver good feedback. And how to process feedback when they receive it.
Organizations that do feedback well have the ability to learn and grow (aka become a learning organization.) This leads to innovation, productivity, and a healthy bottom-line.
Image captured by Sharlyn Lauby just outside of Caesar’s Palace in Las Vegas, NV0