Dive Brief:
- It's critical for managers to connect job performance with employee engagement using regular constructive feedback, says Bravetta Hassell, associate editor for Chief Learning Officer. Annual performance reviews have simply fallen out of favor.
- Mark Murphy, founder of Leadership IQ, wrote for Forbes that 9 out of 10 managers don't give enough constructive feedback, meaning less than half of the 30,000 employees his company surveyed has received enough feedback — or the right kind.
- Murphy adds that 90% of managers may think that employees, "won't take feedback in stride," yet his survey found that nearly 40% of employees state that if they received constructive feedback on a regular basis, they would receive it well enough to want to make improvements in their performance.
Dive Insight:
Based on the Leadership IQ survey results, there is a gap between what managers do with performance information and what they actually share with employees. However, the survey also revealed that employees want to hear constructive feedback so they can improve their performance at work. This matters to all businesses because a large part of the success of employee training and development comes down to employee accountability.
Perhaps middle managers, who are generally the most well-received level of the team, can help smooth this process over so that more conversations take place outside of the now somewhat antiquated annual performance reviews. Taking a coaching approach to training feedback may be the route to follow for managers who struggle in this area.
