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Why Employees Need Feedback

Seemingly everyone dreads working on employee appraisals.

The reasons may vary from employee to employee and company to company, but the bottom line is the same: no one wants to take time out of their busy workdays to spend documenting effectively and accurately their employee appraisal review data.

Yet, the future success of these same employees depends on the appraisal review process!

If the employees can see the benefits of feedback received during their employee appraisal reviews, they will be more likely to put the time and effort into good employee appraisal reporting.

Good employee appraisal reviews require good process measurements to determine the progress made during the appraisal period. Good employees also want to know how their leaders really feel about their work.

This feedback allows the employee to better understand areas they can improve and where their strengths lie.

If employee appraisal reviews are informal and do not require documentation, it will be difficult to determine if the review is objective.

Throughout the year, employees need to track and measure quality, customer satisfaction, timeliness and other factors to determine the effectiveness of their processes and procedures.

Employee appraisal reviews should begin by establishing goals for the year. The goals may be built upon the building blocks of last year's goals or may venture into an entirely new direction.

If certain goals established last year were not met, but remain valid, it is a good idea to include them in the upcoming year's goals so that employees do not get the idea they can simply not achieve a goal and thereby make it go away.

Feedback from supervisors and leaders can help employees identify their weak areas so they can request training to develop those areas.

Feedback should also highlight the employee's areas of strength to provide honest, open morale-boosting conversation.

Ideally, this feedback should not be limited to employee appraisal review time; however, the formal appraisal process provides time to focus on the employee's attributes and help them develop into better, more effective team members.

This can also be a time to identify the employee's future plans and map career progress, providing the employee with direction on how best to achieve his/her goals.

Copyright © 2006 by Bill Roche. All rights reserved. All material on this site (www.TopResults.com) is protected by U.S. Federal Copyright law. It may not be reprinted in any form, or hosted on any Web site, without explicit permission.

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Copyright © 1998-2008 by Bill Roche. All rights reserved. All material on this site (www.TopResults.com) is protected by U.S. Federal Copyright law. It may not be reprinted in any form, or hosted on any Web site, without explicit permission.