Our reasons for performance review would be many, some of them being to promote communication and provide useful feedback about job performance, to facilitate better working relationships, to provide an historical record of performance and to contribute to professional development. Whatever the reason a performance review is important. However many employees fear these reviews because maybe a negative feedback would pull them down work wise or “a not so good” feedback system. Below find some tips to improve feedback to employees:
Timeliness. . Recognize performance as close in time to the actual situation as possible. Waiting several days, weeks, or months to recognize performance greatly reduces the impact the positive feedback.
Clarity and Specificity. Uncertainty can be reduced by offering clear and specific feedback on what an individual has done well so that they know what to continue to do in the future.
Link Behavior to Results. Providing context to positive feedback can heighten one’s sense of autonomy.