Employee Feedback should be Fast, Fair, Frequent & Friendly

“The old system used to be compared to a drive-by shooting, with not being sure what the managers want, not being clear around the objectives and then waiting six months to know whether you have or haven’t performed,” Head of People & Performance, Deloitte

Why are Deloitte, Accenture, Microsoft and other big firms banning six monthly appraisals. Simple: they are not fit for purpose. They do not give timely feedback. They do not work as a employee development tool. They do not foster better communication. In fact they do not, in any meaningful way, improve the business, its staff, or their working practices. Too often they are just a battleground for payrise, bonus and promotion decisions.

They don’t have to be like this. They can and should encourage strong communication within businesses. They can and should give feedback promptly: on the big issues, but also the regular day to day performance levels of staff. They should foster timely discussion of what is working well, what isn’t and how people in your business can improve and develop. Staff Performance Appraisals need to be Fast, Frequent, Fair and Friendly to achieve these goals. And we believe they can be….

Fast: Giving staff feedback shouldn’t be an onerous chore. It should be possible to score employee performance in a few seconds, on an attractive and intuitive tablet or phone tool, just like ours.

Frequent: When feedback is fast, you can give it more frequently. We recommend weekly or bi-weekly scoring. This allows discussion of more successes and failures that are key learning points, but would be forgotten by the time a six monthly appraisal comes around.

Fair: We still believe in numbers to rate performance – they allow fair comparability over time and across people. By sharing the scores every week with staff we avoid unfair surprises at appraisal time.

Friendly: When people get feedback regularly the fear factor goes, and appraisals lose some of their restrictive formality. This encourage friendly discussion of the good things (and bad things) that happened that week. Defensiveness goes away – a new set of scoring will come along a week later so fighting that weeks scores is less important than learning from them. This allows teams to focus on why things were (comparatively) positive or negative that week.

Feedback given and received regularly is the holy grail for employee development. In busy corporate life it is the easiest thing in the world to correct someones mistake instead of using it as a training opportunity. It’s too easy to forget to say “thanks” for the little things that were the foundation stones of that major client win. It’s too easy to go weeks or months without giving any feedback, positive or negative, because we are just too busy with clients, on spreadsheets, on admin.

Giving feedback using SOMYMU’s weekly appraisal tool is just the start, but its the start that prompts everything else. Receive a poor score that week and you seek out your boss to understand why. Give a poor score and you want to explain what went wrong. Receive a good score and your motivation and enthusiasm increases. Give a good score and you’ll seek them out to praise them in person. Just taking a few seconds every week to score this way encourages the positive personal interaction and discussions upon which good management, training and employee development are built.

At SOMYMU for Business we are passionate about the value of feedback and opinions in business. Knowledge isn’t just historic numbers but because we can quantify them, and put them in pretty graphs we allow numbers to rule too many businesses. We want to empower businesses to use the same analytical approach to feedback, opinions and ideas as they do to the numbers that drive the business. That's why we've created a range of business tools covering HR (appraisal, recruitment and more); Meeting and Decision Management; Procurement; Investment and more to do just that. Register now to receive a free trial of our suite of business feedback, HR and decision-making tools. Go to our sign up page to sign up or ask for a demo now.