December 27th, 2017 • Employee Feedback
Does your company give its employees regular employee performance feedback? If your answer is negative, you’re missing a great opportunity to enhance your organization’s productivity and boost team morale. Employee Performance feedback form plays a vital role in keeping employees motivated and focused to their goal.
Numerous studies about performance management reveal just how important employee performance feedback is.
Did you know that employees whose managers engage with them on a regular basis happen to be three times more productive than the ones that don’t enjoy regular interactions? What’s even more impressive is that 43 percent of the most motivated workers receive employee performance feedback forms at least once per week.
Employee Performance feedback also happens to be important at the executive level. Companies that have a well-developed performance review feedback system see a 15 percent reduction in turnover in general. Likewise, 78 percent of workers say that recognition has a highly motivating impact on their work. Also, on an average, 69 percent of workers report that they will be willing to commit harder to their professional tasks if their efforts were recognized.
All of these statistics lead to one logical conclusion – performance feedback form is incredibly important. In order to give valuable feedback to employees, however, you have to determine the methodology that will be best suited to the needs of your organization and the specific industry.
If you want to design an effective performance feedback process, take care of a couple of important steps as a fundamental consideration.
Base assessment on the right data
It is very important for a performance review process to collect feedback from people who work directly with the employee being reviewed. The more specific a review is, the better it is to evaluate employees on their skillsets. Conducting a feedback review with people who are not really in the know of an employee will only invite convoluted data and chances of errors in the review process.
Do it regularly
Annual assessments are great, but they will be insufficient when it comes to boosting employee morale. As already mentioned earlier, some of the most motivated workers receive weekly employee performance feedback. Even if you don’t have the time to carry out assessments that frequently, keeping the lines of communication open will be of paramount importance.
Design uniform criteria
Create consistent parameters to evaluate candidates instead of having a dynamic structure that allows for subjective bias to creep in. Applying this principle also ensures that you are creating a fair environment to judge people alike. It is a great way to establish transparency and credibility around your review process.
Frame reviews to reflect values
Review results have direct impact on what your company goals are and how employees can contribute their best to help achieve them. Therefore, you should design your review process in such a way that encourages constructive criticism and cherishes your corporate values. Make it an open forum for both the management and the employees to exchange ideas and work on their shortcomings. Tailor the performance review sessions to fit your workplace culture in order to get the best result out of it.
Like many other HR processes, performance feedback has come a long way in the recent years. Thanks to the advent of digital technology, the HR department has a much better time to create the right criteria for employee evaluation, the correct way to collect data, the best ways to analyze data, and so on. More importantly, automation has eliminated many of the problems that crop in a more traditional, paper-based performance feedback form process.
Paper-based feedback process using performance feedback forms is time-consuming and extremely prone to manual errors. Overworked HR professionals are bound to make mistakes which can prove to be detrimental when it comes to giving right feedback to the deserving employees.
In case you are wondering if the performance review process in your organization should also be automated, here’s a quick answer – yes. If you want to make sure that your HR, employees, and the organization benefits from the exchange of feedback in review sessions, you should consider automating your processes seriously.
Automated performance appraisal processes are programmed to collect the right data without any room for human errors or biases. When you create an automated performance appraisal process, you have the luxury to create a centralized platform to log session details and record the feedback almost instantaneously.
Introducing the culture of HR automation also gives everyone a good idea about the criteria used in the assessment. Employees understand the necessary context and prepare themselves better for their future responsibilities based on the quality of the feedback they receive.
There has never been a right time to upgrade your performance feedback process to automation. If you want to test an automated employe feedback app for this purpose before committing to a paid solution, test out the employee performance app with KiSSFLOW. We offer a 14-day free trial and offer great customer support so that you can measure the difference automation can make to your existing performance feedback forms.