Job Performance Feedback

Performance appraisal and evaluation is at the core of human resource management. We all work to earn appreciation, rewards, and a steadily increasing pay package.

At the end of the appraisal period, when all this is denied to us saying we haven’t performed as per company expectations, it comes like a slap in the face. Why didn’t they tell me earlier? You want to scream.

If you had sought out feedback on your performance from time to time, perhaps you would have sensed that you would have to put in extra efforts to come up to expectations. You would have understood the deficiencies in your output and would have corrected the areas where you were going wrong. So performance feedback is the key to doing well on the job.

Performance feedback constitutes:

• Periodic exchange of feedback between your boss and you on how you are doing in your job
• Comparing actual job performance as against what was planned at the beginning of the performance review period
• Two-way exchange of inputs in which the job-holder (you) will state your constraints and problems and your supervisor will attempt to understand what holds you back
• An attempt by your superior to coach and counsel you in tackling your problems and roadblocks

When

Feedback on performance can be given at regular intervals. It can be as frequent as every fortnight or maybe once a month, depending on the rapport you share with your boss and how he perceives your performance. If you are comfortable with it, you can seek feedback as often as you think necessary. However, be careful not to nag your boss about it, or keep asking for feedback whenever you do something.

Where

Ideally, the place for exchanging performance feedback should be a quiet setting, where people won’t walk in or overhear. It may be in your boss’ cabin or a secluded conference room; anywhere you both know you won’t be disturbed. You need to switch off from distractions and get into the listening and communicating mode.

On What

Performance feedback may be on behavioral aspects of the job, or on other aspects like:

Ø  Under achievement of targets or performance goals

Ø  Problems with customers or other stake holders

Ø  Failure to adhere to office protocol or regulations

Ø  Lack of motivation on the part of the job holder

Ø  Conflicts with other employees

Ø  Other problems that may be affecting your job performance, and for which you seek guidance or support from your boss