As a training and leadership development consultant for accounting firms, I’ve found that providing feedback is one of the top challenges for management. When it’s done well and promptly, giving performance feedback can yield huge benefits – more productivity, better relationships, and more loyal, engaged employees. However, providing consistent, timely and honest feedback is something many managers struggle with.
The performance review is a prime example of inconsistency in how many supervisors provide feedback. In written reviews managers often address issues that they’ve avoided in face-to-face discussions. By the time the employee reads the review, they feel blindsided. Without a dialogue, how can they share their perspective? How can they fix a problem they never knew existed? This pattern applies to many, if not all, other industries, to the point that major companies such as General Electric are scrapping annual reviews altogether.