What do you need to know about employee feedback?
Pankaj / 12 Nov 2018
How do you evaluate your employees performance? A question that gets different answers from different managements. That is because there are different ways to implement this. I am sure we have all read about the different types of feedback and performance evaluation methods that are presently practiced in the industry, but what we don’t know is whether they are the best fit for the organisation in use.
How do you evaluate your employees performance?
A question that gets different answers from different managements. That is because there are different ways to implement this. I am sure we have all read about the different types of feedback and performance evaluation methods that are presently practiced in the industry, but what we don’t know is whether they are the best fit for the organisation in use.
A very familiar term in employee surveys is in fact the 360 degree feedback and the 180 degree feedback. This type of performance review is designed when there are multiple teams working.
During a 360 degree feedback, an individual will be given feedback by all his peers including his managers, top management people, team members and colleagues. This feedback will help in evaluating the individual’s team spirit, performance, engagement and work.
A more compact version of this will be the 180 degree feedback. Here, only those who work closely with the employee are invited to give feedback on the individual. In this type of feedback, the team which the individual is a part of, the immediate managers, team leads, HRs and the C level people the individual has worked with give feedback on the individual on various metrics.
This is best suited for a large team where not everyone knows everyone in the office.
Employee surveys are a well known performance evaluator. There is annual survey, pulse survey, continuous survey and mood survey.
Annual survey is a once in a year survey where the employee receive more than 50 questions. The reports are analysed and used to evaluate the performance, determine the appraisal and a lot of other employee growth factors inside the company.
The problem with annual survey is employees are prepared to answer and they tend to answer in a way that will get them a good performance review but not the honest feedback. Many big names in the industry are ditching annual surveys for this purpose.
Pulse survey review and mood survey review:
They can be fit under the same survey category, but there is difference in their implementation and effects.
Pulse surveys is a continuous survey unlike an annual survey. Pulse surveys captures the essence of the employee emotions through the survey.
They give admins an idea of how the emotions of the employees have been over various time and allows them to get a better understanding of the team’s pulse.
Mood survey, however, is a once in a while survey. It can be otherwise called as the psychology test. The questions will be framed in a way that it tests the survey taker’s emotional stability, mood analysis, mental health and stress handling ability. The survey is very extensive and goes on for more than 45 mins on an average.
The difference is clearly the time period and the relevance of results. If the company is just looking to analyse its employee emotion for once, then mood survey is the way to go.
But pulse surveys are better given they are a continuous feedback method and helps you understand your employees over a period of time and emotions, capturing the essence of their feeling and not just during one time.
Metric review are basically estimating the performance based on numbers. It varies from department to department and from industry to industry.
A sales executive can be measured with the number of sales he has made, leads generated, conversion rate, time take to acquire, calls made, meetings attended and deals closed.
Whereas a marketing executive can be measured with the increase of website traction, viewers, followers, activities, impression on social media, inbound leads, retention of users, generated leads and inbound queries.
But for a tech person, the metrics can be quite difficult. It can be something like the number of lined coded, number of bugs, test cases written, time to finish a task, time to finish a mini project, and number of hours spent coding.
There are many metrics in addition to these to measure and evaluate the performance. They are set by the organisation based on their structure and culture.
Goals may sound generic but what I mean here is the evaluation of individuals based on the goals. Here, the employees set goals for themselves at the beginning of every year, month, week or even a day, whichever the company prefers.
At the beginning of every time period, the individual sets themselves a goal that they will be pertaining to achieve at the end of the period. A comparison on the two will help in evaluating the performance and providing feedback.
The shorter the time, the more the effort required. But this data can be used in the performance review of the individuals.
What to do post implementing these performance review methods?
It doesn’t stop with identifying and implementing a method that fits your organisation. There has to effective measures to analyse and learn from the reports that were put together from these reviews and feedback and it is always good to send an acknowledgement to the employees for being a part of the review or survey.
Ensure that the employees don’t feel that their feedbacks were put to waste. If that happens, then there will be huge drops in the number of people who take up the review with interest and provide honest feedbacks.
Take actions in respect to the results and reviews. Be open to take steps like rewards, bonuses, a new opportunity, promotion, allowing them to try a new stream, an opportunity to move between teams, location and sometimes even a vacation off as a reward.
But not all the times will the results be positive. Sometimes trying to understand why there is a drop in the performance and doing the needed to motivate them like giving a break off to clear and calm oneself, expanding the team if they feel the lack in resource, having a conversation to understand the problem, etc.
It’s not always about being harsh and getting the work done when there could be a problem that was overlooked and can be fixed resulting in a win-win.
Performance of an employee improves with improved feedback and engagement reflecting the efforts of the management. All the systems listed here has been made easy with the involvement of tech tools that have evolved over time.
There are tools to conduct pulse surveys, performance reviews and take insightful action based on the reports making the work all the more easier.
Find the best suited approach that fits your team and your company. Adapt the method that will encourage the employees and team to work for the growth.