Appraisal Feedback - Let’s hear from the Peers
Now it's the time of year when the appraisal is almost done and feedback are to be collected While fetching the feedback it's important to remember that feedback is an opportunity to grow and improve the performance appraisal for employee and organization growth. But the question remains unanswered how to receive post-appraisal feedback in a constructive and positive manner.
1. Be Open-Minded
While collecting the feedback from the employee first and foremost it is necessary to be open minded and welcome all the reviews from the employee whether positive or not. The reviewer should always be neutral as he must understand that feedback is not a personal attack, but rather an opportunity to learn and improve the existing process of performance evaluation. It's crucial to comprehend the employee perspective rather than harboring hatred.
2. Get Questions
As a review it is important to get the feedback to understand the shortcomings and make the process better. It's also necessary for employees to understand what and why of the performance review so they can know their drawbacks and work on them. This brings transparency among the employees and their manager. A quick tip is to ask specific Questions and suggestions will help streamline the review process.
3. Reflect on the Feedback
Once you have collected all the feedback, take some time to review those feedback. That will help you to understand the pulse of performance appraisal, what changes are to be made and what satisfies the employee most. With collective feedback you can get an unbiased view of the organization's major and minor issues that happen during the appraisals.
4. Create an Action Plan
Now you have collected and viewed all the feedback it time to make an action plan. Istade of creating a single action plan for all the employees, multiple development processes should be set for individuals requiring different skill sets. Identify specific goals and strategies for achieving them. Share plans with the manager and employee ensure both are on the same page.
5. Follow Up
Finally, you have done with the feedback, but it doesn't end here. After feedback it's important to follow up on the progress that has been set. Check in with the manager and team regularly to let them know how they are doing and what about the progress and progress of the team members. This will demonstrate commitment to improvement and help each individual to stay on track.
In conclusion, receiving post-appraisal feedback can be intimidating, but it's an opportunity to grow and improve in your role. By approaching the feedback with an open mind, asking questions, reflecting on the feedback, creating an action plan, and following up, you can turn this feedback into a positive experience that helps you achieve your goals.