Today I find myself reviewing the content of my leadership courses and thinking back to the numerous job evaluations and feedback sessions I have completed. For those feedback surveys that I was 100% honest with was it really a benefit to the person reading it? Or was it even a person reading it at all? Was it really just a computer program factoring the number of times I clicked on “not applicable” or “better than average?” What really comes from the feedback and how does this compare to performance reviews?
I can say from experience that businesses take these feedback evaluations very seriously and spend a large amount of money to administer surveys to employees almost like a “pulse check” to see how everyone is doing. Performance appraisals also receive constant attention and improvements. I have worked in the same company for nine years and think our performance appraisal has taken on at minimum 20 or so revisions. As a people manager we are often told that our evaluation of ourselves depends a lot on how our direct reports perform and advance. This being the case it is even more important to provide the best coaching and development possible.
I sometimes wonder what would happen if they took that aspect out of my review. If suddenly I was only judged and weighted off of tasks I completed without my team. If their performance and job impact was not at all a part of my evaluation would I take the time and provide the feedback I do now? It is an interesting question that leads into the traits of leader. I truly believe I would provide the same level of feedback to those reporting to me either way. I have experienced first hand what poor management and feedback can do to not only a team but the individual. In this day and age retaining and developing talent is not only cost effective but a necessity for business.