Frequent Feedback Supports a High Performance Culture

5 graphic images of people are each on top of a bar on a bar graph

Studies show that frequent feedback supports a high performance culture.

What HIPO’s Want
High potential and high performing employees want to know just where they stand vis-à-vis their teammates and standards of success. They want to know if they are doing a good job and where they can improve. And the reverse is also true…substandard employees are likely to resist performance exposure and feedback. They often don’t want negative news – even if it is constructive.

The Message to Leaders
For leaders, the message is clear—if you are working toward creating a high performing culture, you need to let your employees know frequently and constructively how their success is measured and how well they are fulfilling job expectations.

Be Clear About How Success is Measured
When we speak to leaders and followers at our clients, too few understand how their success is currently being measured and too many overestimate their performance contribution compared to how they are perceived by their boss and their peers. This means that too few managers are setting clear performance standards and providing constructive feedback in real-time. If only more managers understood how much easier it is to give feedback in small chunks, on-the-spot, rather than all at once in an annual review. And if only they realized that employees are much more likely to take bite-sized feedback in a positive spirit and act upon it when they know what matters most in terms of performance.

The Importance of Transparency
Most employees like to know how they are doing…the good ones because they welcome the kudos, and those “B” players with the right attitude because they aspire to improve. In our experience, a good portion of employees react positively to feedback given on a more regular basis by figuring out how they can fix whatever problem was pointed out. Isn’t that the basis for inspiring improved performance?

The Bottom Line
How can any employee deliver what you need if they don’t understand what is expected of them and how they are doing? Managers need to spend the time upfront defining exactly how success will be measured, what outcomes they expect and then be available to answer any questions and provide coaching support. Along with constructive feedback, an environment of trust and caring sets the stage for a high performance culture.

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