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Execution-MiH ENCYCLOPEDIA →
Execution Making-it-Happen →
SECTION - Human Capital →
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CHAPTER -
| Employee Performance and Feedback Cycle |
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This chapter provides a framework of how employee performance and feedback is managed as a 360 degree cycle. This framework starts with employee goal-setting and development planning. It goes into periodic performance & development assessment, 360 degree feedback and formal review sessions. It provides the details around how the performance of an employee should be documented and reported.
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Topics
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Employee Performance Review and Feedback Components
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Employee performance review and feedback ensure that Employee is motivated, helped, guided and supported to achieve his-her goals. While the performance review is typically seen as a schedule and periodic exercise, feedback has got many variations.
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Online vs. periodic feedback
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Online feedback is the most powerful means of building trust-based high-performance environment. Any observation related to employee performance, which is below or above the expectations, should be communicated to the employee as soon as possible. At the same time, a manager has to be prudent in using the right time and context to give the feedback. Any feedback, which is given after 2-3 days of the observation looses most of its value.
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Structured vs. unstructured feedback
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Most of the online feedback is unstructured and given more in the context of the situation. A structured feedback is prepared and to ensure that en employee gets the holistic picture behind the message. Unstructured feedback is crisp and is associated with on the spot message and discussion, is more interactive and can lead to tell and show by the manager. The structured feedback will typically aggregate all the online feedbacks exchanged between the manager and the employee and presents it as themes around employee performance. Ideally, the structured feedback should not carry any surprises for an employee. Most of the themes stated in the structured feedback should have been exchanged in some form through online feedback.
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360 degree feedback
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360 degree feedback goes beyond the feedback from Manager. An execution focused company demands an employee to be meeting & exceeding expectations for all possible stakeholders. 360 degree feedback process includes the manager or employee reaching out to person's key linkages in terms of direct-reports, customers, business partners, peers and manager. This ensures a holistic assessment of an employees capability and performance.
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Reverse Feedback
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Typically, feedback is synonymous with the manager giving massages on employee's performance. For a highly functional management, a manager should also take a feedback from an employee on areas he can provide better support or environment.
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Preparing for Performance Review Session
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Both manager and employee should be preparing for the performance review session. Spontaneity is not advised for a structured performance review session. A manager is supposed to be looking at the performance metrics achieved by the employee, recollects all the online feedback given to the employee, builds a script for giving the feedback, prepare answers for questions or clarifications to be raised by the employee. Employee should be preparing with the key messages, the help-items he has to raise to the manager, etc...
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Goal-sheet and development plan change
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Performance review session is a good check-point to make formal changes in the goal-sheet and the development plan. Typically, on a quarterly basis, one needs to take a look at the changes in the performance parameters, metrics, initiatives, milestones and development goals. It is important to keep the employee performance management components in line with the changes in the business goals.
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Feedback-Driven change management
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A feedback needs to drive change in the employee performance. Giving direct and context-sensitive feedback is the first step. The manager has to see that the feedback is resulting in the desired change. If it is not, there is more to be done. Either feedback mechanism has to be improved, or manager's own approach has to be changed or a better execution intensity needs to be applied.
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Employee Performance Scorecard
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Just like a business scorecard, it makes sense for publishing monthly or quarterly employee scorecard. This need not be a lengthy exercise, with most components taken directly out of the performance scorecard. Just like detailed break-down of targets forms an annexure to the goal-sheet. Similarly, the employee performance scorecard forms the annexure to the performance review comments in the goal-sheet.
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All Chapters in "Human Capital." Section
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