Give Employees Ongoing Feedback

3 Mins

To give employees ongoing feedback. 

1. Set up a monitoring system 

 2. Review results with each employee weekly

Where will it be tracked?


The tools and resources you use to track your employee’s progress will depend on the exact nature of the goals and KPIs.

For example, the relevant information might come from meeting notes, sales reports, or financial statements.

Ongoing feedback motivates and encourages employees to perform at their best.

Providing feedback is a crucial aspect of the performance management cycle. Start by asking your employees what type of feedback would be most helpful to them.


This is especially true for complicated projects, or for tasks they are doing for the first time.

1. Set up a monitoring system that asks:


   •  What is being tracked?

   •  Who is responsible for tracking it?

   •  Where will it be tracked?

What is being tracked?


During initial goal setting, you and your employee should list key targets and milestones. These will serve as the key performance indicators (KPIs) that you monitor as the work is being done.

Who is responsible for tracking it?


Be explicit about who is responsible for tracking which targets and milestones. It could be you, your employee, or even a third party.

Encourage your employees to monitor their own progress as well.

By setting up a monitoring system to track your employee’s work, you’ll be able to stay on top of their progress and nip potential problems in the bud. You’ll also be able to provide continuous, real-time feedback on their performance.

2. Review results with each employee weekly:

As you approach each weekly check-in, frame the discussion using the following two questions.

1. Is the employee delivering on their commitments?

Use the metrics captured by your tracking tools to guide the conversation.

2. Is there any way you could be more helpful?

Remember: feedback goes both ways!

Let's Practice:

It’s the end of the quarter and you are meeting with each member of your team to set goals for the next quarter. As part of the goal-setting process, how should you identify the KPIs related to each employee's new objectives?

Quiz 1 of 1

As part of the goal-setting process, how should you identify the KPIs related to each employee's new objectives?

a
Decide on each person's KPIs before you meet with them about their goals.
b
You and your employee should agree on KPIs together during your goal-setting meeting.
c
Use the first week after the goal-setting meeting as a test period to determine what the KPIs should be.
d
Have each employee determine and track their KPIs on their own.

The correct answer is B.

During initial goal setting, you and your employee should list key targets and milestones, which will serve as KPIs.

TAKE THE NEXT STEP:


Even the highest-performing employees need ongoing feedback and coaching to stay motivated and on top of their work.

So keep your meeting cadence consistent. Over the long haul, every employee’s performance will be better off for it.

Lesson complete

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