You recently got promoted as a manager, and you find out that one of your direct reports’ performance isn’t upto the mark. You talk to the HR about the process to convey the same to the direct report, the HR suggests you to document their performance and convey it to them through it.
You end up spending more time documenting the whole thing and struggle with dedicating time to your own managerial tasks. Most managers go through similar situations at work. Does this mean that employee feedback is just a waste of time?
Well, let’s find out!
Firstly, let’s understand what employee feedback is and when the right time to give it is. Employee feedback is the informal report of an employee’s performance over a period of time. The right time to give feedback hasn’t really been defined. At Engagedly, we promote continuous feedback culture. But it is also true that monitoring employee performance and documenting their performance manually is a huge task.
Did you know that managers spend about 210 hours on employee performance reviews annually? And not many employees are actually enthusiastic about getting feedback from their managers. Then what is it about this practice that still strikes a debate? Employees actually benefit from a frequent feedback culture.
But when it comes to managing larger teams, giving frequent feedback to all the employees on a team becomes a difficult task for the manager. So, in companies where employee feedback is crucial to take the next step in work processes, feedback becomes a tedious task and takes up a lot of time. Managers tend to lose time on their hands.
While time is one of the vital concerns of giving frequent employee feedback, employee feedback acts as a measure of employee success and their contributions to the organizational values.
Gallup found that only 21% of millennials and 18% of non-millennials meet with their manager on a weekly basis. The majority of employees say they meet with their manager as infrequently as less than once a month (56% of millennials and 53% of non-millennials). Source
When implemented correctly, continuous feedback at your workplace can promote the following:
When feedback is shared or received throughout the year, it helps managers visualize an accurate image of an employee’s performance. Managers can make note of significant achievements, or issues that are negatively impacting an employee’s performance. They can even record their own reaction to the employee’s performance. And over a period of time, it can paint an impressive picture of performance.
Real-time feedback can help employees course-correct as and when necessary, can help them fix mistakes that were holding them back and in some cases, it can even help them revamp their goals or increase their targets.
Feedback, though takes up time of managers, is considered one of the most effective ways of communicating with team members and giving them an opportunity to improve their performance and skills. To prevent waste of time, it is recommended to use employee feedback software that allow you to quickly set goals and give feedback on employee performance.
Engagedly is an advanced employee feedback and performance management tool. It allows you to give feedback or request feedback from the employees in your organization. It allows you to compartmentalize different types of feedback by allowing users to add categories to their feedback. This helps you reduce the time spent on employee feedback.
Along with feedback, Engagedly has many more features that contribute to increase in employee performance and promote employee engagement.
Request a demo to find out how Engagedly can help you create a culture of continuous employee feedback!
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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.