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title="Consistent Feedback is Important to All Workers">Consistent Feedback is Important to All Workers</a></h2> <p class="post-details"> Written by Jerry Roberts. <a href="http://twitter.com/JerryRoberts">Follow me on Twitter</a>.<br /><a href="http://careerjolt.net/category/topics/communication/" title="View all posts in Communication" rel="category tag">Communication</a>, <a href="http://careerjolt.net/category/topics/management/" title="View all posts in Management" rel="category tag">Management</a>, <a href="http://careerjolt.net/category/topics/motivation/" title="View all posts in Motivation" rel="category tag">Motivation</a></p> <p class="first-child " style="text-align: center;"><img class="aligncenter size-full wp-image-584" style="border: 1px solid black;" title="howamidoing2" src="http://careerjolt.net/wp-content/uploads/2009/03/howamidoing2.jpg" alt="Female worker asking, "How am I doing?"" width="475" height="239" /></p> <p style="text-align: center;"> <p style="text-align: left;"><span style="color: #003366;"><span title="I" class="cap"><span>I</span></span></span>n a world that has been reshaped by instant communications via texting and 24/7 social networks, the mere thought of sitting down with a worker once every six or 12 months to provide an evaluation of their progress <strong>just doesn’t compute</strong>.</p> <p>Everybody knows that a performance review (PR) is a requirement, and is used for not just documenting progress and some planning, it is also a device to justify why you showed somebody the door.</p> <p>This mechanism probably won’t change anytime soon so we need to supplement it to make it more effective.</p> <p><span style="color: #003366;"><strong>People want consistent feedback</strong></span></p> <p>Research by the <a href="http://www.gallup.com" target="_blank">Gallup Organization</a> and others has clearly shown that workers want regular feedback. I once heard General Electric Chairman and CEO <a href="http://www.ge.com/company/leadership/ceo.html" target="_blank">Jeffrey Immelt</a> say that the whole concept of PRs is outmoded, and that in reality <strong>he is evaluating his workers every moment he spends with them</strong>.</p> <p>Think about that.</p> <p>Doesn’t it make perfect sense? Don’t we naturally evaluate others all the time? If a worker comes up with a great idea or performance, our opinion of them rises; while the opposite is true if they fumble and stumble. This is human nature and almost all of us operate this way.</p> <p>Don’t feel guilty about it, just understand it for what it is.</p> <p><span style="color: #003366;"><strong>Is Johnny doing great? He still needs feedback</strong></span></p> <p><a href="http://www.tablegroup.com/" target="_blank">Patrick Lencioni</a> told a story in last year’s <a href="http://www.maximumimpactsimulcast.com/home/" target="_blank">Maximum Impact Simulcast</a> about why restaurant servers feel tips are so important. <strong>It’s not all about the money</strong>.</p> <p>Lencioni said that servers use tips as <em>feedback</em>. It’s an instant critique on their performance. Take the tips away and give them a straight salary, and I guarantee they’ll lose a key reason to work that job.</p> <p>We all need to know how we’re doing.</p> <p>This includes the boss. Most business owners never get anyone to evaluate them, and I can tell you that I miss it. If not for my wife’s evals — <img src='http://careerjolt.net/wp-includes/images/smilies/icon_smile.gif' alt=':)' class='wp-smiley' /> — I wouldn’t get any at all. At least she always confirms that I have much…MUCH to work on.</p> <p><span style="color: #003366;"><strong>Marathon sessions and formality not required</strong></span></p> <p><strong>If you think you haven’t got time to do a regular evaluation on everyone you supervise, relax, it’s not a major undertaking</strong>. This can be quick and informal. How’s this:</p> <blockquote><p>“John, the way you tackled that ABC Company project was exactly what we needed. Your efforts turned a potential problem into a solid win for us. I want you to know that I appreciate your persistence and expertise to make this happen. I also have noticed a real increase in your output the past couple of weeks. I’d like to talk to you about some extra training that could eventually lead to you supervising your own department. “</p></blockquote> <p><strong>What’s that: 20 seconds?</strong></p> <p>If you say something like that to a worker you will have sent several positive messages.</p> <ul> <li>You liked his work on a specific project (being specific is important)</li> <li>He saved the company from a potential loss</li> <li>You appreciate his efforts (Hey, you noticed!)</li> <li>“What, I have expertise?”</li> <li>You’re showing your interest in developing John further</li> </ul> <p>Not bad for 20 seconds.</p> <p><span style="color: #003366;"><strong>It may not always be positive</strong></span></p> <p>Feedback isn’t always a sugar-sweet experience. I’ve had a boss pull me aside and let me know when he thought something wasn’t right. I was fine with that. We made a mid-course correction and got the project back on track.</p> <p>Nobody likes to hear that they’re not doing well, but if it helps me improve I want to know. In my opinion sincerity is the key. <strong>If I know that you really want to help me succeed and that your feedback isn’t malicious, I’m open to it and so will the majority of people in your organization</strong>.</p> <p><span style="color: #003366;"><strong>You don’t have to ditch the regular PRs</strong></span></p> <p>Many times when I have suggested to a client that they reform their performance review system, I have witnessed a curious ritual. At first the client wholeheartedly agrees, but still clings to the PR form or instrument as if it were a life preserver.</p> <p>I’ve concluded that this is normal. We’re all creatures of habit. As well, the clunky system or form we do know may be more comfortable for us, than considering another instrument that is foreign.</p> <p>It’s okay. Keep whatever form or system you want and use it in the same frequency you always have. <strong>Just resolve to make your primary method of evaluating the daily or weekly feedback that each person desperately needs</strong>.</p> <p><span style="color: #003366;"><strong>You’ll develop a more engaged work force</strong></span></p> <p>If you use this method regularly you’ll notice that people will draw closer to the organization and want to do more. They’ll be more interested in training and advancing their skills.</p> <p><strong>You’ll improve your team’s performance just by offering consistent, thoughtful, relevant, specific feedback</strong>.</p> <p>Disclaimer: if you’ve never given any personal feedback to anybody, don’t be surprised if it seems a bit strange to them. They may even mutter something like, “I wonder what book he’s reading.”</p> <p>That’s okay. After a while they’ll know that you’re sincere and they’ll welcome your feedback.</p> <p>This concept works and works every time.</p> <p><em><strong>Opinions? Let me know.</strong></em></p> <div id="st200812275875" class="st-taf"><script type="text/javascript" src="http://cdn.socialtwist.com/200812275875/script.js"></script><img alt="SocialTwist Tell-a-Friend" style="border:0;margin:0;padding:0;" src="http://images.socialtwist.com/200812275875/button.png" onmouseout="hideHoverMap(this)" onmouseover="showHoverMap(this, '200812275875', 'http%3A%2F%2Fcareerjolt.net%2Fconsistent-feedback-is-important-to-all-workers%2F', 'Consistent+Feedback+is+Important+to+All+Workers')" onclick="cw(this, {id:'200812275875',link: 'http%3A%2F%2Fcareerjolt.net%2Fconsistent-feedback-is-important-to-all-workers%2F', title: '+Consistent+Feedback+is+Important+to+All+Workers+' })"/></div> </div>    <p><em style="color:#003366">If you like this post please consider subscribing to our RSS/Email feed (on the menu bar) or <a href="http://twitter.com/jerryroberts">following us on Twitter</a>.</em></p> </div> <div id="comments">  <div id="comments_wrap"> <h2>One Comment</h2> <div class="comment wrap" id="comment-153"> <div class="col-left"> <div class="inside"> <img src="http://www.gravatar.com/avatar.php?gravatar_id=414306260d6572ac6d68f4f2eb7b4f9e&rating=X&size=70" alt="" /> <p><a href='http://randomactsofleadership.wordpress.com' rel='external nofollow' class='url'>Susan Mazza</a><br /></p> </div> </div> <div class="col-right"> <p>You are right on Jerry. I’ll add that as a boss you have power over people and you need to be responsible for that. Letting someone know how they are doing is one essential way to be responsible for that power. It’s not only the right thing to do, it is the only way you can ensure you get what you need. Perhaps most importantly it builds the kind of trust essential to being able to give each other feedback that can make both parties get better at what they do.</p> </div> </div> </div> <div id="form_wrap"> <h2 class="lc">Leave a reply</h2> <form action="http://careerjolt.net/wp-comments-post.php" method="post" id="commentform" class="wrap"> <div> <div class="col-left"> <input type="text" name="author" id="author" tabindex="1" value="Name " onfocus="if (this.value == 'Name (required)') {this.value = '';}" onblur="if (this.value == '') {this.value = 'Name (required)';}" /> <input type="text" name="email" id="email" tabindex="2" value="Email " onfocus="if (this.value == 'Email (required)') {this.value = '';}" onblur="if (this.value == '') {this.value = 'Email (required)';}" /> <input type="text" name="url" id="url" tabindex="3" value="Website (optional)" onfocus="if (this.value == 'Website (optional)') {this.value = '';}" onblur="if (this.value == '') {this.value = 'Website (optional)';}" /> </div> <div class="col-right"> <textarea rows="9" cols="10" name="comment" tabindex="4" onfocus="if (this.value == 'Type your comment here...') {this.value = '';}" onblur="if (this.value == '') {this.value = 'Type your comment here...';}">Type your comment here...</textarea> <input type="image" name="submit" tabindex="5" src="http://careerjolt.net/wp-content/themes/busybee/styles/blue/img_leave_comment.gif" class="sb" /> </div>  <input type="hidden" name="comment_post_ID" value="560" /> <p style="clear: both;" class="subscribe-to-comments"> <input type="checkbox" name="subscribe" id="subscribe" value="subscribe" style="width: auto;" /> <label for="subscribe">Notify me of followup comments via e-mail</label> </p> </div> </form> </div> </div> </div> <div class="col-right">  <div id="sidebar">  <div id="widgetized"> <div id="search_main" class="block"> <form method="get" id="searchform" action="http://careerjolt.net"> <div> <input type="text" class="field" name="s" id="s" value="Enter keywords..." onfocus="if (this.value == 'Enter keywords...') {this.value = '';}" onblur="if (this.value == '') {this.value = 'Enter keywords...';}" /> <input type="image" src="http://careerjolt.net/wp-content/themes/busybee/styles/blue/img_search.gif" class="submit" name="submit" /> </div> </form> </div> </div>  <div id="tabs" class="block"> <ul id="idTabs" class="wrap tabs"> <li><a href="#pop">Popular</a></li> <li><a href="#comm">Comments</a></li> <li><a href="#tagcloud">Topics</a></li> </ul> <div class="inside"> <ul id="pop"> </ul> <ul id="comm"> <li> <img class="thumbnail" src="http://www.gravatar.com/avatar.php?gravatar_id=2d9fdbf9b0ff0835a5d0bdecd06977f9&size=35" alt="" /> <a href="http://careerjolt.net/effort-vs-production-%e2%80%94-getting-people-on-the-correct-page/#comment-3420" title="on Effort vs. Production — Getting People On the Correct Page"> Success Mindset: I Like to read about success mindset.Got your page... </a> <br style="clear:both" /> </li> <li> <img class="thumbnail" src="http://www.gravatar.com/avatar.php?gravatar_id=0490e2e6b8aa592d60b7bfe318b9ff81&size=35" alt="" /> <a href="http://careerjolt.net/kids-and-working-we-need-to-get-to-them-earlier/#comment-1637" title="on Kids and Working: We Need to Get to Them Earlier"> admin: @Scott — Exactly. 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