How do I get both managers and employees in the habit of providing constructive feedback with specific behavioral examples when providing feedback for a performance review? We recently implemented a new system for gathering feedback and new forms. I have met with employees and managers and stressed how meaningless a performance rating is without specifics to back it up, but still get only the rating and have to send it back to the evaluator for more information. Any help would be greatly appreciated.
The Team Doc Says…
One thing that has worked well in the past is to provide each employee with a small blank notebook they can use as a journal to document accomplishments. Then when they meet with the supervisor, they have everything they need right at their fingertips and can jog the supervisor’s memory about specific situations.
The key with feedback is to make it part of the culture so that it is routine — not just something that is done once or twice a year. And that means including reminders about providing feedback in all company communications, plus demonstrations by leadership that show it’s not just a passing fad.
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