Feedback may come from different sources: supervisors and managers, peers, customers, and measurement systems, to name just a few. But, when feedback occurs such as with Employee Feedback Software, specific components are required to ensure its efficiency.
Specificity
Feedback will work better as it relates to a certain goal. Setting up employee performance goals and expectations prior to work beginning is key to offering objective, powerful and tangible feedback. Telling workers that they’re doing well due to them exceeding their goal by 10 percent is more efficient than just saying “you are doing a great job.”
Timeliness
Workers must receive details about how they are doing as timely as they can. If improvement must be made within their performance, the sooner they discover it the sooner they’re able to correct the issue. If workers have exceeded or reached a goal, the sooner they’ll obtain positive feedback, the more rewarding it’ll be to them.
Manner
Feedback must be given in such a way that will better assist in improving performance. As individuals respond better to details presented in a positive manner, feedback must be expressed within a positive way. This isn’t to say that details must be sugar-coated. It has to be complete, factual, and accurate.
Some types of feedback naturally occur whereas other types must carefully be well-managed and planned. Naturally-occurring feedback may be categorized within two categories. Type one is self-evident feedback details which workers are able to see for themselves as they perform their duties. For example, a team of materials handlers provided the assignment of moving 10 piles of supplies from one part of a warehouse to another by the end of a day are going to know that if just 1 of 10 piles gets moved by noon, the assignment won’t be finished on time.
For more information on Employee Feedback Software contact Engagedly.
