4 Steps to bring Continuous Feedback Culture.

continuous feedback to employees

Continuous Improvement is one of the important concepts in the field of Quality Management. It is an effort to improve the standard of the product or service continuously. The improvement is measured by comparing the current metrics with past data on a continuous basis.

This concept need not apply only for a product or service but will also apply for human beings. Developing and Improving the quality of workforce is a key requirement for any organization. Continuous feedback is an important tool that helps people improve the quality of their team on an ongoing basis.

In several organizations, performance appraisals are conducted on yearly basis. It is difficult for a manager to provide feedback for an entire year at a single point in time.

Similarly, performance appraisal is often used only for deciding increments and promotions. In that process it often demotivates employees.

Employees feel the process does not add any value or provide any meaningful feedback to improve their talents and skills.

Having a formal appraisal process every month is also practically not feasible. So there is a need for managers to informally review the performance of employees and provide constructive and timely feedback on a continuous basis.

Here we have 4 steps to bring continuous feedback culture in an Organization.

  1. The Organization should play a key role in promoting the continuous feedback culture. HR should act as a catalyst in helping managers and employees adopt this culture. Managers should be encouraged to frankly and genuinely express their views on employees’ strength and weaknesses. Continuous feedback should also be encouraged among employees, to provide and receive honest feedback between peers.
  2. HR should devise social rewards and recognition programs which can help managers reward employees easily and continually without complex approvals and without waiting for formal reviews and increments. This improves employee engagement and team spirit.
  3. HR should educate managers on how to leverage data and information accumulated from the continuous feedback tool and rewards and recognition programs, and use them during the formal appraisal process. This will motivate employees and improve the overall effectiveness of the pay-for-performance programs.
  4. The organization should recognize and reward the best and most consistent feedback givers, so that the culture spreads across the organization.

About the Author

Anu Sathyanarayanan is a student pursuing her Masters (MBA) in HR.

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