Whar guidelines for framing and communicating performance feedback would you recommend to a manager about to conduct formal performance reviews ?

Performance Review is an annual or periodic process which helps employees to identify ways of improving their ability to work and output performance, in order to achieve the company’s goals and objectives, and also to provide staffs with personal and professional growth opportunities.

• Guidelines that are recommended to a manager about to conduct formal performance reviews for the first time are:

• Provides training with specific behavioral feedback to enable team members to improve their performance.
• Works with team members to reach an agreement on performance appraisal.
• Review the employee’s performance on a regular basis that is quarterly.
• Provides team members verbal or written feedback on what is their level of achievement in their jobs.
• Choose a friendly environment to convey interviews and make sure that there is no disturbance or interruption throughout the interview.
• Maintain eye contact with the interviewee throughout the interview.
• In every organization feedback is very important and is a useful tool that contributes to the success of the organization.

Feedback
Feedback form part of the communication process and need to be in a two way, from a person to a team, or Vis versa. It is also on the behavioral attitude that an individual has on his work environment and surroundings.

How to provide feedback?

• Effective feedback is specific not general.
• Effective feedback always focuses on a specific behavior, not on a person or their intentions
• The best feedback should be sincerely and honestly provided to help.
• Successful feedback describes actions or behavior that the individual can do something about.
• Whenever possible, feedback that is requested is more powerful. Ask permission to provide feedback. For example, say: "I'd like to give you some feedback about the presentation, is that okay with you?"
• Effective feedback involves the sharing of information and observations. It does not include advice unless you have permission or advice was requested.
• Effective feedback is well timed. Whether the feedback is positive or constructive provide the information as closely tied to the event as possible.
• Effective feedback involves what or how something was done, not why. Asking why is asking people about their motivation and that provokes defensiveness.
• Check to make sure the other person understood what you communicated by using a feedback loop, such as asking a question or observing changed behavior.
• Positive feedback involves telling someone about good performance. Make this feedback timely, specific, and frequent.
• The main purpose of constructive feedback is to help people understand where they stand in relation to expected and/or productive job behavior.
  
  
  Moreover, performance appraisal system also plays an important role in relation to communicating performance and framing feedback.

The performance appraisal system used by an organization can be done annually. The purpose of the review is for employee as well as manager, to aptitude performance from the past year relating to the specific responsibilities and objective of that employee. This gives the opportunity for managers to give feedback on the strengths and development areas that are summarized from that previous year. Employees must also use this opportunity to give feedback on how they can best perform and develop themselves.

Annual review period is an opportunity to communicate and work together to build unity in the workplace. Realistic plans may be made for the employee's development and growth. The supervisor and the employee review the job description standards and compare the employee's accomplishments against the standards set. The data comes from established performance metrics, employee self-assessment and customer or co-worker feedback from daily activities.