Continuous performance feedback is revolutionising the conventional methods of performance appraisals


By Neville Postwalla

Majority of us don’t like the annual or bi-annual performance appraisal discussion, whichever side of the table you’re sitting. It’s a no-brainer that getting feedback on a quarterly, bi-annual, or once a year, doesn’t make sense anymore.

At home, when our child does something undesirable, do we wait till the next quarter to tell them what went wrong and how they should improve, or do we give them feedback on the spot? On the other hand, when they do something good, do we wait for their birthday to remind them of what they did well and give them a gift, or do you appreciate them on the spot? I’m sure we all know the answer.

Here are some of my top reasons why continuous performance management is here to stay and why it beats the episodic feedback process.

1) Continuous feedback creates more engaged employees – A Gallup survey states that more continuous feedback increases employee engagement and happiness. And we know that engaged employees make delighted customers.

2) Continuous growth, mentoring, and professional development is what employees want – As managers, we don’t want to have discussions on growth and professional development once, twice a year or even every quarter. We want to have these discussions on an ongoing basis. At times in an informal manner, or better still in some formal framework. A defined continuous performance management program ensures that you’ll be able to do this.Continuous feedback will help employees take course correction on an immediate basis. It’ll also make them feel that their manager is thinking about their development and progress on an ongoing basis and not only a couple of times in the year.

3) Employees want to know where they stand today – Have you ever had a disagreement with your manager on your annual rating and feedback. You don’t agree with what is written in the evaluation form, and you are not convinced by the overall rating number. The probable reason for this is because you and your manager didn’t discuss as much as you should have on your performance, progression on your goals, and where you need to improve. Had there been a more continuous dialogue between you and the manager, the situation could have been different.

Many organisations have adopted continuous performance feedback. If your organisation is yet to start this journey, its time to put your foot on the accelerator and speed up the process. In whichever industry you might be in, the mantra is common – engaged and happy employees make customers happy and delighted. Continuous feedback is one of the ways to have engaged employees. Good luck on your journey!

The author is the AVP-Talent Management at Harbinger Group



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