Quick Tips for Implementing Continuous Feedback

Posted by Judy Fort on August 7, 2018

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We get a lot of questions about engaging and retaining talent and in particular, millennial talent. Taking a good look at your performance management process can be a great place to gain some ground with your younger workers. A renewed focus on meaningful and timely feedback can go a long way toward improving your firm’s appeal to this generation. Keep in mind, however, that the desire for impactful feedback does not exclusively belong to a particular generation. All of your employees will benefit from continuous feedback cycles.

Getting started with continuous feedback can be overwhelming, especially since it is often a big departure from more traditional methods of managing performance. That being said, it’s also a very worthwhile investment whether you pair continuous feedback with existing appraisal cycles or switch to an entirely different methodology for managing performance.

Your organization, like many, may use one-to-one sessions informally, but you could be missing the opportunity to realize the results and outcomes typically associated with continuous feedback cycles. Detailed records and notes can help both managers and employees stay accountable to one another and drive even greater goal achievement. The ability to easily recall and refer to previous conversations can make a huge difference to employees and managers in the middle of an appraisal cycle. When you utilize the continuous feedback capabilities in Deltek Talent Management, you will have this information at your fingertips.

Continuous Feedback records in Deltek Talent Management

Continuous Feedback Records in Deltek Talent Management allow you to refer to previous discussions.

Continuous Feedback View Notes from Prior Sessions

Managers and employees can both view details and notes from prior sessions.

With this in mind, let’s take a look at some best practices to help you take your first big steps forward. An initial focus on training will set your organization up for success by ensuring that both managers and employees understand the short- and long-term purpose of feedback sessions. Since most of the work will happen between individual employees and their managers, it is especially important to create some excitement and buzz around this new methodology.

Here are 5 key points to emphasize when you begin training your workforce to implement Continuous Feedback:

  • There should be clear reasons why the meetings are being held
  • Create an agenda and set goals for the meeting
  • Never meet just for the sake of meeting or to check a box 
  • Keep employees engaged by asking them to drive
  • Give employees some control over their goals, development, and outcomes

Deltek Talent Management can enable both the preparatory steps and the effective execution of continuous feedback sessions. Managers will be able to schedule and add notes or files with the solution to allow the employee to prepare for the upcoming session.

Continuous Feedback Schedule Sessions

Sessions can be scheduled, accepted, or declined within the solution. Add notes when the session is created to help both parties prepare for the meeting.

When a session is taking place, start by reviewing the purpose of the meeting, along with prior meeting notes, keys wins and noteworthy challenges since the previous meeting. Spend some time on progress toward development and goals that have been previously established. Part of this discussion may focus on past concerns, issues and lessons learned, but the larger focus should be around how to move forward, and what future goals should be.

Look to new project assignments for opportunities to create future goals that stretch performance to a new level. Also, take the time to understand where the employee wants to go in the organization. Are there ways that current or future projects can help prepare the employee for a new direction or even a new role in the organization? At the end of the session, make sure to review the topics that have been discussed, along with action items, takeaways, and expectations of progress before the next meeting.

Conducting these meetings face-to-face, as much as possible, will help your managers and employees build the solid and trusting relationships necessary to be truly effective during these discussions. And, make sure that you do this for all employees, including those that work remotely. Making use of video conferencing solutions can help you make certain that all employees receive the same treatment regardless of where in the world they work.

Here are an additional 5 tips to share with your managers to help ensure that their sessions are as impactful as possible

  • Be on the receiving end more than the giving end
  • Be ready only to steer, like assisting from the front passenger seat, rather than doing everything for the employee
  • Practice active listening with the intent to understand, not just waiting for your turn to talk
  • Use the time to build and strengthen relationships
  • Energize and motivate employees by making sure each session is personalized to the employee – know your employees and make sure they get what they need from the sessions.

For more information and to see the solution in action, Watch "Solution Speed Session: Continuous Feedback and Goals"