The most quotidian mistake that managers make when it comes to providing a review is not preparing for it. If managers don't put an honest effort into the review, you can’t expect employees to put effort into improving.
It is no news that one need feedback to learn and grow. While employees wait for their annual review to find out how they are performing, they don’t get enough of it. So, how should an HR make sure how do employees get the focused input they need? How can organization encourage the managers to give you more feedback? And who else should own the performance feedback?
Here are a few discussion pointers that the webcast will cover:
1. Many times employees complain about not getting feedback that matters. What do you think where are managers going wrong?
2. What is the process of performance feedback at speaker’s organization? How is the overall process planned? Who are the different stakeholders involved in the process? What are the various stages and how do you measure if employees are satisfied with the feedback they have received?
3. How can HR make an open environment where employees take the ownership of receiving the feedback and what they can do to get the feedback they are seeking to excel?
4. How can HR manage the organizational culture w.r.t to receiving the feedback constructively?