Feedback By Tech Or Face-To-Face?

Many managers are struggling to figure out how to provide feedback in the fast-paced environment. They understand a need to align a process according to the employees’ needs and look for new solutions. Sometimes, feedback may be disruptive and may prevent productivity. In some cases, you need to give advices right now to move on. The goal is to create safety because research at the NeuroLeadership Summit in Boston showed that when employees feel uncomfortable while getting feedback, they will be ineffective.

Mix feedback tools and 1-on-1s communication

Feedback tools such as Slack, Basecamp or even Skype allow reading the messages and reflecting about them when it is comfortable for the staff. They may prepare questions, suggestions and give you feedback to improve leadership. But experts advise to make a conversation once a month or more often. Meet in person, discuss difficult issues, laugh, drink coffee and generate solutions. It’s important to create emotional contact, motivate a person, explain what you want to do, and emphasize that you appreciate employee’s contribution. The more you believe in your subordinates — the more they perform better. Nice talk may bring good results, employee engagement, and teamwork.

Let the employee choose a way how to receive feedback

Employee engagement organization TINYpulse figured out that many employees are dissatisfied with the reviews. They perceive traditional feedback as outdated and believe that managers are influenced by various biases. Some professionals are afraid of their performance review, especially young generation.

It is important to hear your employees, give them a choice and allow deciding. Some worker will prefer the value of the tech feedback with the features to review messages according to their schedules or to check if they understood it correctly. Other employees will enjoy real-life conversation to deeply discuss workflow. Make it up to them and assign some feedback conversation that will be important for you as a manager.

Feedback with positive approach creates trust on both sides. This is a great opportunity to share your vision and figure out the reasons of setbacks. Tech feedback may save your time and brings flexibility to the review process.

Include peer feedback

Part of installation an effective team requires useful feedback so employees may grow, and peer-to-peer communicating about the benefits and weaknesses is a way to gain a fuller picture of how they may refine.

The survey showed that employees were encouraged by positive peer feedback. Colleagues’ comments may be perceived as a gift with constructive explanation and steps to improve work.

If peer reviews are implemented regularly, the employees will have a motivation to exclude past mistakes and perform better. It will be part of a permanent two-way discussion that helps to create honest communication and quicker problem-solving. Ongoing communicating about the progress feels less like a formal review rather than a friendly talk.

Tech tools allow leaving feedback messages as well and collaboratively discussing some issues. When you need to provide some difficult conversation with millennials, you may use conversation platforms to make a message more pleasant and relevant for them.

Be immediate

The adult brain remembers things best in action. Not to wait months to say employees that his or her performance needs adjustments, just provide a quick explanation to implement changes. Productive feedback requires a fast summary. Use software tools to deliver your advices quick. Bruce Tulgan, author of FAST Feedback says that you need to assess what parts of the process demand changes, what’s staying the same, what is going well and what has failed.

Are you interested in this theme?

Wait for our next article where we will describe tools and techniques for tech and face-to-face feedback. Stay informed and productive.

Let’s sum up. It is important to hear your employees, give them a choice and allow deciding. Some worker will prefer the value of the tech feedback with the features to review messages according to their schedules or to check if they understood it correctly. Other employees will enjoy real-life conversation to deeply discuss workflow. Make it up to them and assign some feedback conversation that will be important for you as a manager.

Feedback tools such as Slack, Basecamp or even Skype allow reading the messages and reflecting about them when it is comfortable for the staff. They may prepare questions, suggestions and give you feedback to improve leadership. But experts advise to make a conversation once a month or more often. Meet in person, discuss difficult issues, laugh, drink coffee and generate solutions. It’s important to create emotional contact, motivate a person, explain what you want to do, and emphasize that you appreciate employee’s contribution. The more you believe in your subordinates — the more they perform better. Nice talk may bring good results, employee engagement, and teamwork.

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