Thinking about a new job?


Browse our hospitality, food services and tourism job offers

· Workforce

The importance of the feedback and how to do it.

To tag along the last articles in which I demonstrated how to give positive or constructive feedback, I believe that it is necessary now to give a little more notions on the importance of this task.
 
Managers need more tools, they don’t always know when to step in to give feedback or even how to deliver effective feedback. There is a common misconception that feedback should be given at the time of a performance review. In reality, if you give feedback and coaching throughout the year, the actual performance review becomes a non-event because there aren’t any surprises. In your role, your time with each of your employees is limited. So, if you look for a long lasting impact, it is critical that you take those opportunities to provide feedback when it is presented.
 
Benefactions are not unimportant. At first we aim at the personal and professional fulfillment of the employee so that it improves. Because we help the individual, it creates a feeling of belonging while establishing a reliable relationship.
 
This approach mobilizes and motivates the employees to make coherent their actions (individual and of team) towards the objectives of the company. The employees will be interested to know about their contribution. It will have an impact because they can evaluate, correct or adjust their actions.
 
With one of our clients, we made some workshops during a training on " Coaching to improve performance ". To understand well how to make it happen, we asked: " What do the people involved in performance feedback discussions do to make these discussions effective? " Here are some of the answers that were provided:
 
- Choose the right moment to give feedback.
- These conversations must be made regularly .
- We have to make sure to offer good tools.
- To understand each other well, both parties have to have the same criteria to measure efficiency fairly.
- It is good to bring the employee to self-evaluation.
- Make an individual and a group follow-up.
- Pass on clear expectations and clear objectives.    
- Be precise, concise and give concrete examples.
- Listen to needs, question the employees.
 
But what makes giving feedback difficult for managers and employees?
 
We know that, sometimes, the perception is not always the same between both parties. It is possible that the objectives and tasks (or the necessity) are not correctly interpreted by the employee. Hence the need to have a conversation for mutual understanding. If the employee does not seize all the importance of his work, it becomes difficult for the supervisor to provide any type of feedback.
 
Also, we can touch on sensitive subjects, more personal. If the approach of coaching is not (clearly defined) towards the task, it is possible that the employee says no to any advice.
 
Another factor which could hinder the proper functioning of the feedback is if the supervisor did not take time to observe well what was done. Furthermore, if he is not perceived as exemplary, as a mentor, the message will not pass.
 
Yes, it is true that, sometimes, the truth shocks, hurts. So, does the employee receive information correctly or does he concentrate only on " how it is said "? It is not rare, neither, that one might consider that he is not paid enough for this job. If it is the case, it appears clear that he will not be receptive to feedback.
 
As we saw, it is not always easy to do coaching although the results are very interesting. Many of our customers saw great improvements of their teams, thanks to the feedback. It is just important to understand well on what we embark - the impact, the openness and the way we do it.

Francis Prézeau
Owner/President
f.prezeau@signaturecanada.ca
Phone: 514-923-8155
signaturecanada.ca



Francis Prézeau

Signature Canada is a leader in training employees to deliver legendary customer service while increasing sales. Since 1986, Signature’s unique training methodology has provided a measurable ROI for our customers, compelling them to return year after year. www.signaturecanada.ca