We all know that some guidance will help us to do our job more effectively and efficiently and in line with the needs of the company.
Yet most of us also know how nervous we get when its time for the annual appraisal. We are afraid of what we will hear and so we enter the conference room with our shields and rebuttals already in place and formulated.
And the person doing the evaluation may have had little support in providing effective feedback and also may find these conferences scary and perhaps of little value.
With this background, should we be surprised that the results are less than what we would hope for. A recent article confirms the idea that annual appraisals offer little in terms of results.
The University of Wyoming Extension’s, Enterprising Rural Families, looks at the issue of effective feedback in their July newsletter. Juliet Daniels, the author of the article, outlines the need to give feedback often, quickly and in private. She discusses the need to focus on observable behaviors, something that can be seen and something that can be changed. She gives the example of a “bad attitude.” This comment isn’t specific and may be something that the employer and employee see quite differently.
As you think about your employee development program or you work with small-business owners who are involved in such an activity, this newsletter offers some practical advice and a great background of effective feedback.
The goal is behavior change. Effective feedback can help make that happen.
Find the full article at: http://eruralfamilies.uwagec.org/Newsreleases/2016_07_NEWSLETTER.pdf