Aitor Larrabe’s Post

Waiting for that once-a-year performance review to provide feedback? There's a more effective way to enhance employee performance—real-time feedback. This approach not only keeps motivation high but ensures that employees know their contributions and can continuously improve. Start by fostering a culture of open communication where feedback flows freely. Encourage regular check-ins; this will lead to better alignment and quicker course corrections. The outcome? A more engaged workforce that feels valued and is encouraged to bring new ideas to the table. By coaching instead of just managing, teams can thrive, and performance improves significantly! What strategies have you found effective for performance feedback? Share your tips below! #RealTimeFeedback #EmployeeEngagement #Leadership #CoachingCulture https://lnkd.in/gXc_Z_vV Social-Hire.com

In the pursuit of improvement, feedback is our greatest ally. Many of us share a common sentiment: performance reviews often leave much to be desired. This article touches on the challenge of traditional feedback systems that can feel more like a formality than a tool for growth. However, it also highlights innovative approaches that focus on continuous feedback and personal development, making the entire process more meaningful. It's a refreshing reminder that feedback should not just be a box to tick but rather a chance to inspire and motivate. Let's elevate how we perceive and deliver feedback! I’d love to hear your stories—what’s your experience with performance reviews? How have they impacted your career journey? https://lnkd.in/eWN2qnJt Social-Hire.com

My least favorite activity is performance reviews, my own or those who report to me. Performance reviews can be tough, but they don't have to be the only time to receive feedback. Constructive feedback is crucial for growth and success. We've all been blindsided by a less-than-stellar review, but a good manager won't wait until then to address areas for improvement. As good employees, we should actively seek out feedback to continue improving. Don't wait for a performance review to start the conversation - make it a regular part of your professional development. Remember you can ask for a time out to process feedback and follow up at a later date. Good Luck! #feedback #growth #professionaldevelopment

Feeling the performance review pressure? Don't stress over reviews! Why it matters: Effective reviews boost retention, build a strong culture, and drive business success. But avoid common pitfalls like bias, lecturing, and negativity. Key tips: - Regular reviews: Build trust and development through consistent feedback. - Grow, don't roast: Focus on achievements and data-driven suggestions for improvement. - HR your hero: Lean on their expertise for guidance and support. - Talk it out: Foster a two-way dialogue where employees actively participate. - Tech tools: Utilize time tracking and other resources for informed decisions. Empower your team, unlock their potential, and contribute to a thriving organization. YOU GOT THIS! #newmanagers #performancereviews #leadershiptips Knowtified

Success isn't just about what you accomplish; it's about what you inspire others to do. Recently, I came across an article that emphasizes the importance of quarterly performance reviews. It's fascinating how regular feedback not only guides professional growth but also fosters a culture of continuous improvement within organizations. Highlighting employees' strengths and addressing areas for development can transform work environments and boost team morale. In particular, I loved the part where the article illustrates how candid conversations can build trust and lead to remarkable outcomes. Implementing these practices can truly elevate teams to new heights. I'd love to hear your own experiences with performance reviews. How have they shaped your career or impacted your team dynamics? Share your stories below! https://lnkd.in/exhpMMYD People Managing People

Performance Feedback: A Leadership Responsibility Performance feedback is an area where many supervisors struggle to be both objective and comfortable in delivering honest assessments. I understand why. Supervisors often feel compelled to avoid upsetting employees—whether it's because the team is understaffed, or the employee is performing better than their peers in other areas. These reasons are common, but are they justified ? By withholding honest feedback about weak areas or poor performance, are we truly helping our team members? I believe it's a disservice not only to the organization but also to the individual. As leaders, it is our responsibility to address these challenges head-on and guide our teams to improve.Performance feedback shouldn't come as a surprise only at the end of the year. Team members should not be caught off guard when they receive their appraisal letters, increments, or incentives. A well-structured performance management and feedback system should ensure that employees are kept informed and assessed throughout the year. This gives them a chance to address gaps in their performance well before the year ends, rather than receiving shocking news without warning. Feedback should be simple, direct, and objective, with the focus on helping employees overcome their challenges —not just pointing fingers. It's about support, not blame. When feedback is sugarcoated, half-hearted, or vague, it prolongs problems for both the employee and the organization. Clear, honest communication is key to fostering improvement and growth. What are your thoughts? How can supervisors improve the way they deliver performance feedback and guide their teams toward success? #ledership #Performancefedback

Continuing from my previous post on the annual performance review exercise, today I will discuss a crucial component of this process: providing performance feedback. The entire performance evaluation exercise may seem meaningless and merely a formality if performance feedback is not taken seriously by leaders and facilitators. This is a sentiment shared by many executives, as they rely on receiving and giving feedback to enhance their performance and advance their careers. Many leaders may overlook the significance of providing feedback to their employees for fostering organizational growth and development. When delivered effectively, feedback can improve job performance and facilitate professional and personal growth in employees. Feedback should be provided frequently and consistently. Employees should be informed about their progress toward their goals throughout the year. Regular feedback keeps employees engaged and motivated. It's crucial to remember that when a leader fails to provide feedback, they are still communicating a message to their employees—likely the wrong one! How can leaders become more adept at giving feedback? Following the below tips will help: Tips for giving positive feedback: 1. Describe the performance objectively, specifically, and sincerely. 2. Deliver feedback as soon as possible after a positive performance. 3. Don't wait until the performance is perfect. 'Shape' employee performance by reinforcing incremental improvements. 4. Avoid giving mixed messages. Don't say, 'You worked hard on this project, BUT---' 5. Own your message by using 'I' statements. Rather than saying, 'You need to improve', focus on saying 'I want you to improve on x and y'. Tips for giving negative feedback, a red flag: 1. Discuss the performance one to one. 2. Check to make sure that you've clearly stated your expectations to the performer. 3. Giving feedback when you're NOT angry. 4. Be specific and objective when discussing undesired performance. In constructive feedback always ask the individual if there are any obstacles to meet the desired performance. Ask if he or she needs assistance to get to this level. More on this in my next post…. #feedback #leadership #HR #performancereview

Annual Performance Reviews...what's the point? A lot of companies are reevaluating the need for this antiquated method of measuring team members' "value add". Here are some red flags: You have a 1-5 scale, but then tell people that "nobody gets a 5". 😖 In reality, some "special" people do get 5s, but it's hush, hush. You routinely go "above and beyond" and get awesome reviews for your work and the value you add to the organization, but "we just don't have the budget" for a promotion. According to Gallup, only 14% of employees strongly agree their performance reviews inspire them to improve. Why is that? It's because there is no "reward" on the other end. It has only gotten worse with the current trend of "doing more with less" where companies get rewarded by their shareholders for reducing operational costs (ie People). There's got to be a better way! 🤔 Maybe have leaders that understand the value that their team members are adding by understanding what they are doing every day. That's how I work with my team! I don't need them to waste time and energy drafting a "self-evaluation". I work with them every day and see the value add or where the problems are and I work with them to improve. And more importantly, if a team member has earned a promotion by consistently going above and beyond, I fight for them to get a promotion and continue growing their career. In other words - Be Engaged! The best leaders are the "engaged" leaders that know what their team members are working on and are in the best position to identify when a team member is going above and beyond their normal duties and roles at the organization. We can all do better.

Since the half yearly performance appraisal has already commenced in most of the corporates here are the tips for manager to give feedback to team members . I think this one of the best researched findings on feedback.

Performance reviews can often feel like a daunting task, both for managers and employees. I remember my first attempt at conducting these reviews – it was awkward, to say the least. I stumbled through the process, focusing primarily on what my team was doing wrong rather than recognizing their achievements. This approach not only demoralized my colleagues but also created an environment of distrust. Understanding the importance of providing constructive feedback while also celebrating successes opened my eyes to a more balanced and effective method. The recent article I came across offers five practical tips for conducting better performance reviews that really resonate. It emphasizes the need for preparation, a two-way conversation, and setting clear expectations moving forward. The biggest takeaway for me? Approach performance reviews as a chance to engage with your team, not just a checkbox to tick. By fostering an open dialogue, you can transform these meetings into valuable interactions that motivate and inspire. What strategies do you employ to make performance reviews more effective? Share your thoughts! https://lnkd.in/ebCG9kjh Social-Hire.com