It helps people improve themselves and the quality of their work
It points out problem areas or issues
It engenders loyalty among employees
Anybody who’s a part of the HR industry and worth their salt, recommends giving frequent and continuous feedback. (So do we at Engagedly, by the way.) This is because continuous feedback plays an important role in employee performance management.
But lately, we have been wondering, if there is an optimal feedback frequency. Obviously, when you give feedback, you want it to actually work. You want the receiver to take that feedback into account. However, there are a few factors that can prevent your feedback from being good, and move your feedback from the ‘valid and good’ category to the ‘useless and impractical’ category.
And those factors have to do with how frequently you give feedback.
I Give Feedback Every Day – Whoa. This is not a good approach. Unless the work hinges on being reviewed every day, giving feedback every day is only going to confuse a person and slow down the pace of work tremendously. You have to be especially careful with the employees that have stress-related disorders since frequent meetings for feedback can trigger different reactions, that’s one thing you should avoid. Therefore, try to give feedback when it’s absolutely necessary to do so.
I Give Feedback Rarely – Definitely not a good approach at all. At least the first one shows that you care ( it is still damaging, however). This one displays a marked lack of interest in the employee’s work and is extremely demoralizing for the employee. And it most certainly doesn’t make you a cool boss or cool manager.
I Give Feedback As And When Necessary – This is what we at Engagedly deem the best approach. Giving feedback as and when is necessary means that more often than not, the feedback you give is valuable and timely. And as a result, it is more effective! So you could decide, whether you want to give feedback once a month or every few weeks. Or you could decide you can give feedback every time a task is done.
Therefore, with a good framework in your organization, the process of continuous feedback will result in improved performance of your employees
Kylee Stone supports the professional services team as a CX intern and psychology SME. She leverages her innate creativity with extensive background in psychology to support client experience and organizational functions. Kylee is completing her master’s degree in Industrial-Organizational psychology at the University of Missouri Science and Technology emphasizing in Applied workplace psychology and Statistical Methods.