Why Employees Love Feedback But Hate Reviews

There’s no denying that employees want feedback. And, as millennials continue to enter the workforce, the want and need for feedback is only going to grow as they take over 75% of the global workforce. But, even with knowing that, this is an important aspect of employee engagement and development, you may be surprised to find out that although employee feedback is craved, reviews are not.

Wait, that can’t be right…can it?

It can! Even if employees are reaching for feedback, it doesn’t mean they are getting it in an effective and informative way. Only 55% of respondents in a 2013 study stated their performance development processes had a positive impact on their organizations. So, what’s the solution? How do you provide feedback while also ensuring it is actually helping the employees who want it?

We’ve got just the solution! Here’s what you need to do to create valuable reviews.

Make It Real-Time Feedback

This has its obvious perks. If a mistake is made or a quick change in plans happen, providing this real-time feedback ensures the fixes happen quickly and efficiently without disrupting the future of the workflow. In fact, if engaged employees are what you want, 43% of highly engaged employeesreceive feedback at least twice a week.

Plus, if you have praise to give, why not give it right away? Employees want to know they did well while the moment is still fresh, not six months from now. Them knowing about a job well-done means they will work harder and be more productive to keep that praise up. A win-win for both of you!

Providing this in a real-time almost continuous setting also makes it more natural and conversational. This means employees may be more open with any concerns, and it gives you as a manager the opportunity to engage with employees and talk through any specifics or goals you feel need to be acknowledged. That’s a little hard to accomplish if you only see the employee a few times a year.

Constructive Yet Supportive

Instead of coming off as scaling or rating employees, go into giving employee feedback as a mentor. When in charge of employees, you are a leader meant to show them how they can improve. This is important to remember when giving feedback. Now, don’t get us wrong, employees want criticism as well.

Actually, 57% prefer corrective feedback over praise, so there’s no need to sugar-coat things. However, it still matters in how you present the information. Show that you support them and give them details on what they did wrong and ways they can possibly improve so that they don’t repeat the mistake in the future.

Align Goals And Objectives

When providing employee feedback that is meant to be valued and informative, you have to be specific and focus on actual objectives or goals. How is this employee doing in working towards reaching that goal? Are they showing improvements or not? Answering these questions and letting them know your thoughts on their progress will not only reinforce that mentoring aspect but also provide a baseline employees can work towards to accomplish those goals.

Bio: Michael Heller

Michael Heller has 20+ years of experience in strategic human resources, talent management and technology consulting. As an HR executive at Washington Consulting, Digital Management and Deltek, Michael led teams to develop innovative human capital management programs and initiatives. Previously, Michael held a variety of positions at American Management Systems and Booz Allen Hamilton where he executed on talent acquisition, total rewards, performance management, strategic HR partnership and philanthropy strategies.

Michael serves the community as a board member of Teardrops to Rainbows, an organization dedicated to supporting families of children with cancer. Michael has a Masters degree in Human Resources from Georgetown University and earned his Bachelor’s degree in Economics from the University of Connecticut. Michael resides in Gaithersburg, Maryland with his wife and daughter and enjoys cooking and college basketball.

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