“In most cases, this perceptual disconnect develops when performance reviews are infrequent or when feedback is ambiguous,” says Tribe HR’s Stephanie Reyes – but there’s plenty you can do about it.
Offer timely feedback
“Catch people doing something right and tell them right away,” says Reyes. Similarly; “When you see behaviour or results that are not acceptable, tell them that too, as soon as you can,” she advises.
When offering on-the-spot feedback, Reyes says HR professionals must remember to praise publicly and correct privately.
“While praise and recognition are powerful motivators for many people, being disciplined or ‘scolded’ in public is humiliating and can prevent your message from being received,” she explains.
Encourage peer feedback
‘Sometimes people have to hear things from more than one source to accept it,” says Reyes – and she’s right, recent research
shows that employees are more responsive to feedback from the fellow workers.
Performance reviews are an important part of keeping workers on-track and engaged but, occasionally, HR managers will find themselves on an entirely different page to an unknowing employee – here’s how to set things straight.