Voici comment vous pouvez donner efficacement du feedback lors des évaluations de performance.

If you want to give bad feedback, give generic feedback. If you don't want to give bad feedback, focus on giving the right feedback by gathering data points and specific examples of what people can do better in their job.

Think of yourself as a detective putting together a case for stellar performance. Here's the game plan: Dig up the Evidence: Before the evaluation, gather your "exhibits." These are specific examples of your work that shine – presentations that wowed clients, projects that delivered ahead of schedule, or times you went above and beyond to help a teammate. Connect the Dots: Don't just list accomplishments; show how they impacted the bigger picture. Did your project increase sales by X%? Did your communication style keep a team on track amidst a tight deadline? Frame your contributions within the context of the team and marketing goals.

Prepárate bien antes de dar retroalimentación en las evaluaciones de desempeño. Reúne datos y ejemplos específicos que respalden tus observaciones. Utiliza la tecnología de IA para analizar el rendimiento y obtener insights valiosos. La comunidad de LinkedIn puede ofrecerte recursos y consejos sobre cómo prepararte de manera efectiva.

Sé específico al dar retroalimentación. En lugar de comentarios generales, proporciona ejemplos concretos y datos que ilustren tus puntos. La tecnología de IA puede ayudarte a identificar patrones de comportamiento y desempeño. Conectar con la comunidad de LinkedIn te permitirá aprender cómo otros profesionales ofrecen retroalimentación detallada y constructiva.

Imagine you're a coach giving feedback to their star player. You wouldn't just yell "Hey! Play better!" from the sidelines, right? You'd point out a specific play where they shined, like that amazing jump shot, then offer a suggestion to improve their free throws. That's exactly how feedback should work. Instead of saying "Your writing needs work," be their personal writing editor. Mention that the introduction to their report was captivating, but the conclusion felt rushed. Offer to brainstorm some stronger closing arguments together. This way, they know what they're doing well and get a clear roadmap for improvement – just like your star player aiming for a perfect free throw streak!

Performance reviews shouldn't be like that final exam you crammed for all night, a one-sided test of knowledge. Think of it more like brainstorming a killer marketing campaign! Here's the key: ditch the script and get curious. Ask open-ended questions that spark a conversation. What were some of the marketing roadblocks you faced this past year? What project made you feel like a total rockstar? Where do you see your marketing skills growing in the future? By having this two-way dialogue, you're not just evaluating their work, you're becoming their partner in growth. You'll uncover hidden talents, understand their frustrations, and together, you can create a plan that helps them shine even brighter.

The best way to promote dialogue is to pre-release feedback. Let people review it and ask questions when you finally meet to discuss. That way, it maximizes the time you have together and it allows them to process what they've read.

Promoting dialogue during performance evaluations transforms the process from a one-way critique to a collaborative discussion. Encourage employees to share their perspectives, ask questions, and express their career aspirations. According to the Harvard Business Review, organizations that foster open communication during reviews see a 16% increase in employee satisfaction. This two-way communication ensures that feedback is well-received and that employees feel valued and understood. It also allows managers to gain insights into potential challenges employees face, enabling more effective support and guidance.

Promueve el diálogo durante las evaluaciones de desempeño. Fomenta una conversación abierta donde los empleados puedan expresar sus pensamientos y preguntas. Utiliza la tecnología de IA para facilitar estas discusiones y asegurarte de que todos los puntos importantes se aborden. La comunidad de LinkedIn puede brindarte estrategias para crear un ambiente de retroalimentación colaborativo.

Focusing on growth rather than just past performance is essential for motivating employees and fostering continuous improvement. Highlight areas where the employee has shown progress and discuss opportunities for further development. Emphasizing growth helps employees see the value in feedback and encourages a mindset of learning and improvement. A report from the Society for Human Resource Management (SHRM) found that 70% of employees are more likely to improve if feedback is growth-oriented. By framing feedback as a tool for personal and professional growth, you can inspire employees to strive for excellence.

Support goes a long way in improving performance. It varies. Financial support if they fell short in truly leveraging some area due to shortage of funds. Guidance if they miss a step or two in their executions. I grow with support through mentorship and after every session I feel less bad about moments where I fall short and look forward to going at my assignments again with more vigour. Driven as I am, I can attest to the power of support in making employees to be more open to feedback, whether good or bad. I receive it knowing, it's not a threat or spite, rather a desire for me to do better and add to the company as I can and should. Definitely offer support: It has long term benefits to you in your leadership or management position.

Offering support is a critical component of effective feedback. It shows employees that their success is important to the organization and that they are not alone in their development journey. This support can take many forms, such as providing additional training, mentoring, or resources to help them overcome challenges. A survey by LinkedIn Learning found that 94% of employees would stay longer at a company if it invested in their career development. By actively supporting employees, you can boost their confidence, enhance their skills, and foster loyalty.

Follow up shows we care; it is not about following up to attack but following up to support. When we prioritize people and demonstrate that we are interested in them getting the most out of their professional lives it creates an environment where success and achievement are the norm and not the exception.

Follow-up is essential to ensure that feedback leads to tangible improvements. Set clear expectations and timelines for progress, and schedule regular check-ins to discuss advancements and any additional support needed. According to a study by Deloitte, 58% of employees wish their managers would give more frequent feedback. Regular follow-ups demonstrate commitment to the employee's growth and help maintain momentum. They also provide opportunities to adjust goals and strategies as needed, ensuring continuous development and alignment with organizational objectives.

Feedback should NEVER be a surprise. If it's a surprise, that means you did it wrong. You should know what specific feedback is coming your way. This goes both ways for Managers and reports.