Timely feedback to make employees respect you - don't replace feedback with performance appraisals

Timely feedback to make employees respect you - don't replace feedback with performance appraisals

The core of enterprise management

What is the core of business management? Most of the junior managers who have just taken office will have this question. In management work, the most important thing is to communicate with employees, that is, how to talk to employees efficiently, so as to enhance the cohesion and loyalty of employees, to make their personal goals and corporate vision consistent, and to develop and progress together with the company. A good manager should regard the timely feedback of employees in the department as the core content of daily management work. It can not only confirm the past work results of employees and guide the future work direction, but also has a great role in keeping employees in a positive working state. help.

In many enterprises, many managers pay more attention to KPI standards and use performance evaluation instead of feedback guidance. They believe that as long as the incentive policy is adjusted and the evaluation system is formulated, employees can automatically adjust their personal behavior along with the enterprise system and adapt to the daily work of the enterprise. Require. It is true that a sound performance appraisal system is an important guarantee for the healthy development of an enterprise, but exaggerating the cold appraisal scores and ignoring flexible feedback is not conducive to the steady development of the company. Why do people not pay enough attention to positive communication, and instead tend to rigidly formulate assessments? In fact, it is just because of the slackness of the managers themselves that most managers have an escapism from difficult conversations. Getting along with employees and subordinates always puts on the air of a lieutenant. Getting along too much can easily lead to quarrels, which is counterproductive. In recent years, with the sudden emergence of the post-90s generation, the post-00s generation has gradually entered the workplace, and the old management thinking has been difficult to adapt to maintain the development of the enterprise.

But as managers of the enterprise, we have also been employees. We must know that in team management, what employees hate most is not punishment, but a sudden "surprise"! In daily work, many managers do not communicate well with employees, so that employees do not know whether their daily work is in line with the company's requirements and leadership standards. Suddenly, a low score "surprise" is shown to employees in the performance appraisal. At this time, the employee's mentality will undergo great turbulence, and the idea of ​​leaving the company will arise inexplicably.

Attempts to replace feedback with performance appraisals are likely to backfire. For example, performance appraisal and feedback are actually equivalent to final exams and regular tutoring in our student days. If the teacher does not pay attention to the classroom feedback and guidance on weekdays, and only sees that the students have failed the final grade after the final exam, will the students blame the teacher at this time? Is the teacher's responsibility just to produce a set of final exam papers, and to grade the papers? Obviously not.

As managers, the core of our work mission is to help employees complete their tasks better, and to provide feedback and coaching on weekdays, instead of giving him a head-on and punishing him when he does not meet the standards, leaving him at a loss. Some companies even adjust the salary structure, exaggerate the proportion of performance appraisal, and replace feedback and communication with performance fines.

Timely feedback to make employees respect you - don't replace feedback with performance appraisals

The relationship between performance appraisal and feedback

So what is the relationship between performance appraisal and feedback?

Performance appraisal is a part of feedback. The results of performance appraisal can be divided into two types: one is the daily work performance of employees, and the other is the work results of employees, which can also be reflected in the work results of managers. The poor performance of the employee means that the employee's work results are also flawed. At this time, the manager's work results are also questionable. Therefore, managers cannot simply attribute poor performance appraisal to employees' work problems. At the same time, they should also reflect on whether there are problems with their management methods and leadership styles.

We need to realize that the core of a manager's work is to help employees successfully complete their work, help employees grow, and guide employees to reach an agreement between their personal development and corporate development, not just to formulate a bunch of cold assessment systems to measure employees and assign them Divided into three, six, nine, etc., comment on the ground.

Remember, every manager was once an employee. We can put ourselves in the perspective of employees and think about problems through empathy. It is not difficult to find a problem: employees have a very urgent need for guidance and feedback. Especially for the current post-90s and post-00s. I can give an example from my actual work. The company recently hired 3 post-00 operation staff, two of whom have no experience in operating cross-border e-commerce platforms at all. The coaches and managers of these two new colleagues attach great importance to daily The feedback from the coaching, although they often criticized the two new employees for their mistakes at work, but the two new colleagues turned positive ahead of time, and they have a high degree of recognition for the company. On the other hand, the way another manager teaches a new colleague with little experience is really distressing. He simply gives him the performance evaluation indicators every week, and he is not instructing. The employee gets it after two consecutive weeks of performance evaluation. At the C level, the employee felt that they could not adapt to the company's system and took the initiative to resign.

Timely feedback to make employees respect you - don't replace feedback with performance appraisals

The importance of feedback

Every employee is full of enthusiasm when they first come into contact with new jobs, new fields, and new projects, but if they do not get timely feedback from managers at work, they are prone to anxiety and nervousness. At this time, if managers can give timely work feedback and guidance, it is no less than a long drought for employees; on the contrary, if no feedback is given, it will lead to a decrease in employees' work enthusiasm and affect work output.

Employees need to summarize the past and guide the future through feedback, and managers need to give timely feedback to employees to ensure that the direction of the team is always consistent. We need to understand that the result of performance appraisal is the responsibility shared by employees and managers. A mediocre manager will make performance appraisal a nightmare for employees, while a manager who is respected by employees will make the appraisal results happy.