Employees can only grow when their actions are evaluated on a constant base. When they simply fulfill the tasks, they have been ordered to do, without ever receiving feedback on their performance, they will continue to do so forever and nothing is going to change. Change however in the modern business environment is necessary to adapt to the ever-changing challenges on various levels within the organization. Furthermore, employees in an organization want to grow personally by developing their capabilities because they are not machines simply doing the same step repeatedly and because life is a learning journey.
Giving continuous feedback is a simple yet effective way to improve individual as well as team performance by promoting a growth mindset and delivering the base to spur individual development. Thus, it should be deeply incorporated into every company culture so that not only managers, but also employees reflect on their own actions as well as those of their coworkers. Managers should keep in mind what every employee is working on at the moment and how these employees performed on similar tasks in the past, then draw a comparison how their performance changed over time.
It is important to give feedback in both cases, when something was done very good as well as when it could have been done much better. The emotional setting in both cases should be objective and solely concentrated on the task itself. Feedback can be given by asking employees for their own opinion on their performance, what they see they have done well and where they see room for improvement. Feedback should always be a conversation rather than a monologue. The overall goal of giving feedback is to increase employee motivation, to establish a closer relationship and to provide an objective way of how to personally improve for the future.
Integrating this pillar of effective leadership into the company culture can be achieved by regularly emphasizing the importance of feedback throughout all internal communication, by giving continuous feedback to all employees so they get used to being evaluated and see their personal development over time more clearly, and by being open as a manager to the feedback of others, moreover even asking for it.
A high value above 70 on the Beacon Dashboard for “Continuous Feedback” reflects an environment where feedback is widely accepted and used throughout the organization, leading to higher motivation and better performance. A low value below 30 shows that feedback is not given on a regular base, which means that managers must actively work on their feedback to further strengthen the workforce capabilities and to establish a growth mindset among all coworkers.