News

Five Ways To Structure A Feedback Conversation

Five Ways To Structure A Feedback Conversation
by Brinda Dasgupta

It is essential for leaders and managers to conduct feedback conversations with employees not just as part of the annual performance review, but throughout the year, making it a regular process.

This will lead to better employee engagement as well as helping to iron out performance-related issues on the spot rather than waiting till the end of the year. ET brings you suggestions from the experts on how senior leaders can properly structure a feedback conversation.

1. Performance
It is a good idea to begin the conversation with positive feedback and then lead up to the part of the discussion where the employee is given suggestions on performance improvement, says S Ramachandran, vice president of HR, CavinKare. “It is important to tie in the feedback being given to current business challenges and have an enabling discussion on what can be done to upgrade the employee’s performance,” says Adarsh Mishra, CHRO of Panasonic India.

2. Set a Proper Flow
Plan ahead and prefix the time for the feedback session in discussion with the employee, and prepare well for the conversation. “Make any necessary notes to give holistic and balanced feedback,” says Aditya Narayan Mishra, CEO, CIEL, HR Services.

3. Data & Examples
Merely giving qualitative feedback isn’t enough, a manager needs to back it up with numbers. “Be sure to include data and examples related to the employee’s performance. This demonstrates that the feedback being given is well researched and thorough,” says Ramachandran. Feedback based on strong data will induce an employee to work towards better performance.

Read full article on The Economic Times.