Once-a-year performance reviews are making their way out as more and more companies are adopting a continuous feedback approach to performance management. Continuous feedback’s proactive and regular input to employees regarding their work, behaviors, successes, and areas for improvement is a catalyst for employee growth and company success. When implemented successfully, it answers a business’s need for agility and adaptability while providing a path for increased employee engagement. Despite its inherent benefits, it takes more than just a group of executives saying, “We’re implementing continuous feedback” to work. We have compiled a list of reasons why your continuous feedback approach may not be as effective as it could be:
- You didn’t create a culture of continuous feedback.
Adoption starts with explaining the why. Continuous feedback requires both managers and employees to see the value and contribute. Employees should understand this to be an opportunity for them to take charge and actively pursue their career growth. Managers need to be accountable for ensuring employees have the tools needed to do what is being asked of them. Instill the value of open communication and consistency. Promote adaptability and practice making adjustments quickly until change becomes expected. Building a continuous feedback culture simultaneously builds a continuous improvement culture. - You’re not clearly defining expectations.
Feedback will never be valuable if the goals on which the feedback are based are unclear or misunderstood. Employees and managers need to understand how their work impacts the overall company goals. Expect priorities to change as business needs change. The continuous feedback regular cadence gives the opportunity to communicate any redirection or priority shifts to keep aligned with the organization’s goals. - You often cancel your one-on-one meetings.
You’re busy. Navigating a calendar of double-bookings and back-to-back meetings is a challenge. However, if managers regularly cancel or reschedule, it speaks volumes to employees that they are not a priority. A lack of trust will build, open communication will diminish, and all the benefits of continuous feedback will be lost. An organization must make the decision to prioritize continuous feedback so leaders feel empowered to manage their calendars accordingly (this goes back to creating a continuous feedback culture). - You’re not actually accomplishing performance management in your one-on-ones.
Performance management requires structure. There is often a lot to cover in a short period of time, and continuous feedback one-on-ones tend to be more casual. Ask yourself if your one-on-ones have become a social call or a venting session. Building relationships and allowing a space for honest negative feedback are crucial, but if those dominate the meeting, you either need to make more time or create an agenda that prioritizes the conversation around work that is being accomplished, blockers, and tools needed for employees to be successful. - You’re not following up on key areas of improvement or showing progress.
With so much change happening day-to-day, it’s easy to get caught up in the newest challenge or problem to solve. Breaking up performance management into day-to-day tasks vs. goals can help create a consistent focus on areas for measuring improvement. Even though companies are moving to a continuous feedback approach, there are typically still annual reviews on which employees’ bonuses and pay increases may be dependent. Tracking improvement and performance on a continuous basis make annual reviews more accurate and insightful. Use technology to create efficient and effective improvement plans. Software tools like 15five or Lattice provide more robust platforms for performance management, but you can even leverage your company’s Monday.com or project management software to create structure and track. - You’re missing the opportunity to make your team feel valued.
Celebrate wins. Say thank you. Managers have an opportunity to inspire and are often the main difference between a good and bad work experience for employees. Take advantage of the opportunity continuous feedback performance management gives to foster a sense of engagement and involvement. Employees feel valued and appreciated when their efforts are acknowledged, leading to increased motivation and dedication to work.
Continuous feedback is a powerful tool when implemented well, but it takes practice and a culture of excellence and continuous improvement to sustain. When successful, organizations can empower employees to reach their full potential and drive business performance.
For help implementing a continuous feedback performance management program for your team, contact us at [email protected].