Employees are clamouring for ongoing, open feedback from their managers. But sadly, most of them aren’t getting it. Many times, feedback is relegated to a once- or twice-a-year conversation. Sometimes managers dance around the real issues, hoping the employee will get the hint — or worse, avoid the conversation altogether, hoping it will all just go away.
And, when employees do get feedback, it often comes in the form of a formulaic positive sandwich, or it feels too personal and subjective. Too often, there’s no built-in accountability to support any real behaviour change.
The way managers give feedback can impact employee performance and productivity either positively or negatively, depending on how well — or badly — the conversation goes. What if having those tough conversations was just a whole lot less … tough?