Continuous feedback is one of the most important aspects of performance management.
However, opening up feedback channels and creating opportunities to engage in open, frequent, two-way feedback with their managers and colleague can be a daunting challenge.
Feedback forces us all to focus on our strengths and weaknesses, our behaviours and how our actions impact those around us and the organisation we work within.
Feedback should be a central part of an organisations day-to-day and is most effective when delivered in a timely manner. This is because the performance that feedback is based on is still fresh in the minds of both the manager and employee. The feedback you give will be more precise, and the employee will be better able to apply it to their working habits. A continuous loop of feedback, like the one provided by our check-in system, helps to reinforce practical advice, because issues from one check-in can easily be revisited in another.
We know employees want effective feedback. But poorly given, overwhelmingly negative criticism going in one direction can also make them dread it. We at Weekly10 believe in two-way feedback that enables managers to tailor their approach to the needs of their team and improves employee engagement and loyalty as a result. After all, your team is more likely to be engaged if they feel like you care about their personal development, and that their voice is being heard.
According to Gallup, businesses and teams in the top quartile of their organisation for employee engagement were around twice as likely to succeed as those in the bottom quartile. To go even further, those in the 99th percentile were four times as likely to succeed as those in the first.
Weekly10 are experts in utilising frequent and effective feedback at work to get the best out of your teams and boost their engagement and productivity, and so if you want further advice please don't hesitate to get in touch with our support teams!