How Can One Improve Without Feedback?
Posted on October 7, 2012 by TNS Consulting Team (via Scott Spayd)
The old adage “practice makes perfect” rules true in the workplace. After all, we are all human and make mistakes at times on the job. The important question is: Do we know when we make mistakes? Receiving performance reviews is one of the most dreaded and uncomfortable situations employees and supervisors face. No one likes to be “the bad guy” and no ones likes to be on the receiving end of negative feedback. But, the truth of the matter is that performance reviews are important.
Have you ever had an argument with a friend or significant other and they say, “Remember that time you…” Bringing up past mistakes that were not addressed at the time of the action is very unhelpful. Often, we forget about the past and may not even recall the situation. So, when a manager says, “That one time you…” you may have no recollection of that one instance.
I have been with and know of many organizations that are lax with performance reviews. I have been with organizations that I almost have to beg for a review and I have also been with organizations that have a structured and timely performance review system. The difference between the two types of organizations is clear; one is attentive to recognizing employee strengths and weaknesses and providing feedback for employees while the other does not make it a priority.
Employees from our 2011 panel study reported noteworthy feelings toward feedback. 40% of employees less than 20 years old reported feeling that their supervisors provide them helpful feedback while 60% of employees ages 50-59 years old felt that they received useful feedback. This difference may be in the level of experience and insight that employees have as they age through the workforce. It may be that younger employees want more feedback as they are newer to the workforce and inexperienced compared to older employees.
How often do you believe feedback should be given?