3 Ways Ongoing Feedback Pads Your Bottom Line

3 Ways Ongoing Feedback Pads Your Bottom Line
From Recruiter - February 10, 2017

We know the drill: Youre a manager with tons of tasks on your to-do list. You already have so much on your plate. The thought of adding even one more thing seems a little insane.

Meanwhile, you keep hearing about this ongoing feedback thing. Would it really be worth your time? Is feedback that important?Actually, it is!

Giving employees feedback and direction is one of the best things you can do for your team. Positive or negative, feedback helps workers grow and develop, and it presents the opportunity for well-deserved recognition. More importantly, employees want to hear what you have to say. Harvard Business Review foundthat 72 percent of employees believe employee performance would improve if their managers would provide corrective feedback. Offering corrective and ongoing feedback really is the best way to develop high-performing employees while opening up better lines of communication.

Not quite sold yet? Check out these three ways ongoing feedback can actually eliminate challenges and create amazing performance solutions:

1. Its Timely and Allows You to Address Issues Quickly

The point of ongoing feedback is, of course, to give feedback on a continuous basis. If managers see something good, bad, or an opportunity for coaching, they can immediately engage with the employee before the situation is over and the feedback loses all relevance. Immediate employee critique allows employees to adjust their approaches and fix mistakes before they become major issues.

Forty-three percent of highly engaged employees receive feedback at least once a week. Are we starting to see a trend here?

Remember: You dont just want to provide feedback; you want to provide feedback that is specific to the situation. That way, employees will have no misconceptions about what needs to be done in the future.

2. It Gives You a Way to Support Employees


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