How regular feedback can improve L&D

by Brett Henebery21 Jun 2017
A recent Gallup report highlighted that millennial employees want more feedback, though only 15% routinely ask for it.

Another study by Zenger/Folkman found that 57% of people would actually prefer to receive constructive over positive feedback. A further 92% agreed that, if given appropriately, constructive feedback is effective at improving performance.

And it seems that managers agree.

A new report by recruitment company Hays has found that 67% of managers in Australia want to ditch the annual performance review in favour of regular feedback.

The survey of 1,352 people found that just 33% favoured an annual review over regular conversations (preferably monthly).

Nick Deligiannis, Managing Director of Hays in Australia & New Zealand said that while it is important to celebrate the year’s successes through annual feedback, regular feedback must also be provided to address areas of improvement as they arise.
“This allows an employee and employer to change behaviour before it becomes embedded,” Deligiannis said in a statement.
“Performance and productivity improve because feedback isn’t held off for the annual review, and managers spend less time managing issues that could have been avoided.”
Karen Evans, Managing Director, Asia-Pacific of Acendre – a talent management solutions company – told L&D Professional that continuous feedback has a two-fold effect for organisations, as it assists both managers and employees to meet their goals.

“Although HR departments are the ones that implement wider programs, it is up to individual managers to own the employee performance strategy,” Evans said.

“Investing in regular communication with employees and working alongside them so their skills and talent can develop allows managers to truly demonstrate their value to an organisation, and to pass on continuous feedback, skills and training.”

Evans pointed out that for employees, consistent feedback enables more timely behaviour change, keeping them focused on their personal goals, which empowers and inspires them to bring more value to the organisation.

“Recognising great work and outcomes will naturally drive the right behaviour in employees, and this is by no means restricted to monetary rewards,” she said.

“Providing feedback for continuous improvement should be a fundamental management practice for all organisations as it greatly impacts engagement, performance and retention.”

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How to build a coaching culture
Why you should listen to critical feedback