Giving Performance Feedback: When And Why

One of the most common questions managers who are new to continuous feedback have is when the team should be sharing feedback. Too much and people may become overwhelmed, too little and the process may not take off within the team. These three situations can help serve as a guideline:


1. Upon completion of an assignment


Each time your team completes a project it’s important to get everyone to share feedback so each individual can learn what worked best and what could be improved for the next time. One of the most important benefits of continuous feedback is that it builds your team’s learning agility, allowing you to meet goals quickly and efficiently, and helps your employees to grow their professional skills. Unlike during annual reviews, the advantage of continuous feedback is that it can be given straight away, when an event is still fresh in people’s minds.


2. When there’s an issue in the team


Still, you shouldn’t hold back if you have advice that would be helpful in the moment. Some feedback may be more critical while a project is underway, especially if it impacts relations within the team. For example, if a conflict arises because one employee isn’t pulling their weight, the situation needs to be addressed immediately. As a manager, feedback is a tool that you must use to help your team work effectively together.


3. Recognition for great work


Every time your team or an individual employee reaches a milestone, or goes above and beyond, their work should be recognized with positive feedback. Showing your appreciation for a job well done motivates employees to continue giving their best. A study by Make Their Day and Badgeville found that 83% of employees see recognition for contributions to be more fulfilling than rewards and gifts. Recognition between peers is also greatly beneficial in building a sense of team spirit. Here at Impraise we give everyone the chance to recognize one star performer every week. In an employee survey, peers and camaraderie were cited as the number 1 reason employees go the extra mile, not money. For more in-depth info on how to give positive feedback to your team see here.


This article is part of a management guide about how to become a better leader with feedback. 

Next Guides:


Manager’s Handbook: How will Impraise help me become a better leader?


Why I should start using Impraise


Starting the feedback process