Here's how you can effectively follow up on feedback given to employees.
Managing people effectively often hinges on how well you communicate, particularly when it comes to feedback. It's not just about what you say, but how you follow up that determines the impact of your words. Feedback can be a powerful tool for growth and improvement when handled correctly. Your role as a leader involves ensuring that feedback doesn't fall by the wayside, but instead fosters a culture of continuous development and open communication. Let's explore the steps you can take to follow up on feedback you've given to your employees effectively.
When providing feedback, clearly outline the expectations for what should happen next. This includes setting specific goals and timelines for improvement. Explain how you will measure progress and when you'll review it together. This clarity helps employees understand the importance of the feedback and what they need to do to address it. It also establishes a framework for the follow-up process, making it a natural part of the feedback cycle rather than an afterthought.
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Jiten S.
Empowering Businesses with smHRt solutions
To effectively follow up on feedback, regularly check in with employees and set clear goals. Provide any needed support and keep track of their progress. Praise improvements and be available to answer questions. Give ongoing feedback, encourage open communication, adjust goals if needed, and keep records of progress. These steps help ensure feedback leads to better performance and growth.
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Bhagyesh Suthar
Team Lead | Six Sigma Green Belt | Building High-Performing Teams & Driving Efficiency
Don't just yell "win!" from the sidelines! Set clear expectations. Recap the key points of your feedback and establish clear expectations for improvement. Clarity ensures everyone is on the same page and working towards the same goals. Imagine a coach outlining the opponent's strengths and weaknesses, and the specific plays the team needs to execute – clear expectations prepare your team member for success.
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Vijender Yadav
Conflict Resolution • Interpersonal Skills • Talent Retention • Team Consultation
#Leadership #TeamGrowth Setting clear expectations is like planting seeds for success. When you give feedback, outline goals and timelines. For example, tell Jim, 'Let's improve your sales calls by 20% in 3 months. We'll check in every 2 weeks.' This way, Jim knows what to do and when to do it. It's like a roadmap to better performance and a brighter future!
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Tatiane Bertuchi
Business Partner | DHO | Human Resources | Gente & Cultura | Gestão e Desenvolvimento Organizacional |Gestão Financeira| Planejamento Financeiro e Estratégico | Análise de Dados | B2B|
Para acompanhar efetivamente o feedback dado aos funcionários, documente-o claramente, estabeleça metas e expectativas claras, mantenha o diálogo contínuo, utilize sistemas de acompanhamento regular, solicite feedback adicional dos funcionários e forneça suporte necessário. Essas práticas garantem que o feedback seja monitorado de maneira construtiva para promover o desenvolvimento e a melhoria contínua na organização.
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Glaciele Meirelles
Head de RH - LATAM | Mentora de negócios
Para acompanhar efetivamente o feedback dado aos funcionários, é importante estabelecer um sistema de comunicação aberto e transparente. Isso inclui regularmente fornecer feedback construtivo, ouvir atentamente as preocupações dos funcionários e estar aberto a mudanças e melhorias. Além disso, é essencial fornecer treinamento e suporte contínuos para que os funcionários possam desenvolver suas habilidades e desempenhar melhor no trabalho. Ao criar um ambiente de confiança e colaboração, é mais provável que os funcionários se sintam valorizados e motivados a melhorar com base no feedback recebido.
Following up effectively means helping employees create an action plan. This should be a collaborative effort where you guide them in identifying the steps needed to implement the feedback. Ensure the plan is realistic and provides a clear path forward. Encourage them to consider resources they might need and how they can overcome potential obstacles. This plan will serve as a roadmap for both of you to refer to during follow-up discussions.
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Bhagyesh Suthar
Team Lead | Six Sigma Green Belt | Building High-Performing Teams & Driving Efficiency
Don't expect magic on the field! Create a development plan. Work with your team member to create a specific and actionable plan that addresses the feedback points. This plan should include concrete steps, timelines, and resources. Imagine a coach working with each player to develop drills and practice routines to improve their specific skills – a development plan equips your team member with the tools they need to excel.
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Michelle D. King
Executive & Career Coach | Fractional CLO, Leadership Development, and L&D Strategist | Author | Speaker| Entrepreneur
After providing feedback, a leader can create an action plan for their direct report by co-developing clear, achievable goals. Start with a collaborative discussion to ensure mutual understanding of the feedback. Break down goals into specific, measurable actions with timelines. Use SMART criteria (Specific, Measurable, Achievable, Relevant, Time-bound) to define each step. Incorporate regular check-ins to monitor progress, offer support, and adjust the plan as needed. Encourage ownership by having the direct report propose solutions and strategies. Celebrate milestones together, reinforcing positive changes and fostering a sense of accomplishment and motivation.
Set up regular check-ins with your employees to discuss their progress. These meetings should be scheduled in advance and be as important as any other appointment. Use this time to review the action plan, celebrate successes, and address any challenges they're facing. Regular check-ins keep the momentum going and show your employees that you are invested in their development.
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Bhagyesh Suthar
Team Lead | Six Sigma Green Belt | Building High-Performing Teams & Driving Efficiency
Don't wait for the final whistle! Schedule regular check-ins. Schedule regular meetings to discuss progress, address any roadblocks, and provide ongoing support. These check-ins demonstrate your commitment to their development and keep them motivated. Imagine a coach holding huddles throughout the game to adjust strategies and keep the team focused – regular check-ins ensure your team member stays on track.
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Laura Majewski MCIPD
🔵 B Corp Certified HR Consultant | Empowering people leaders with purpose to become better employers 🔵
I often see a lack of follow up after those often uncomfortable feedback sessions, or worse still leaving it until the next annual performance review. Check-in regularly, be clear in advance of any agenda for the discussion so that your team can come prepared so it's a two-way discussion. Remember to celebrate their successes, not just focus on the negative/areas for development.
Offer support and resources as your employees work on the feedback. This could include training, mentoring, or simply being available to answer questions. Your support reinforces the idea that feedback is a positive step toward personal and professional growth, and not a punitive measure. It's also an opportunity to strengthen your relationship with your employees and build trust.
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Jeffrey Ou
Commercial marketing leader, consistently driving revenue growth, innovation & partnerships at major telco & tech groups. Singtel | Telenor | SoftBank | Spark NZ
In addition to making actionable plans, I find setting a clear framework has worked well in my experience - make time, regularly check in, and be available to support & confirm the individual is on the right path. It's usually more effective when the intention of the feedback is clear to the individual - whether it is for career progression, working style, or performance management situations.
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Bhagyesh Suthar
Team Lead | Six Sigma Green Belt | Building High-Performing Teams & Driving Efficiency
Don't send them onto the field alone! Provide resources and support. Offer access to training materials, mentorship opportunities, or additional resources to support their development plan. Providing support empowers your team member and demonstrates your investment in their success. Imagine a coach providing players with access to training videos, drills, or personalized coaching sessions – support equips your team member with the tools they need to thrive.
Be prepared to adjust the action plan if circumstances change or if an employee is struggling to make progress. Flexibility demonstrates that you are committed to their success, not just sticking to a predetermined plan. It's important to recognize that development is an ongoing process and sometimes requires different approaches.
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Bhagyesh Suthar
Team Lead | Six Sigma Green Belt | Building High-Performing Teams & Driving Efficiency
Be flexible based on the game flow! Adjust as needed. Be prepared to adapt the development plan based on your team member's progress and any unforeseen challenges. Flexibility ensures the plan remains relevant and continues to support their growth. Imagine a coach adjusting plays based on the opponent's tactics – adaptability ensures the development plan remains effective.
Always acknowledge and reinforce progress, no matter how small. Positive reinforcement can boost morale and motivation, encouraging your employees to continue working on their development. Celebrate achievements related to the feedback and ensure they understand the value of their efforts. This positive association with feedback can lead to a more engaged and proactive team.
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