As a businessman, you always harbour some expectations from your employees and colleagues. One of the surveys finds out that your expectations are unique and specific to different employees. Sometimes these expectations are skill-specific, sometimes assignment-specific and sometimes time-specific.
On their accomplishments and failures, you give them appropriate feedback. You want to structure your feedback in a way that it hits the nail on its head. Your feedback needs to summarize your employees and colleagues’ performance on a comprehensive basis. It must explore the shortcomings in an objective manner. The individual feedback must denote how much of the respective expectations were realized!
This is all very nice to admire the achievements, but equally important is to highlight the inadequacies. But these inadequacies must be referred in a very subtle manner wherein they become enlightening for your staff-members as far as precise performance is concerned. Their respective inadequacies must not be presented as a negative feedback as it may backfire by making a dent into their confidence. A productive and practical feedback becomes an enlightening analysis of work for them.
Secondly, your feedback must be unprejudiced and fair. There are no good employees or bad employees. All of them belong to one team. Their combined competence is the core of success for your company. Having favourite co-workers is a human nature but this should not reflect in your feedback. Feedback must not be redundant in essence. Additionally, issuance of feedback must not be frequent as frequent feedbacks may distract your employees from regular progress.
Summarily, target-completion and client-satisfaction are every organization or company’s goals. Feedback must be prepared after assessing these two factors, but you must not issue a feedback, every time a client is dissatisfied or a target is not achieved.