Fifty-three percent of employees say performance reviews don’t motivate them to work harder. That’s why organizations and HR departments slash the annual performance review in lieu of better, more efficient ways to deliver assessments. A quick, concise and pointed nugget of feedback able to be absorbed right away is becoming our bread and butter. As a manager, you are sending microfeedback with a specific goal in mind for your employee. We’ve explored career paths, leadership, communication and performance in our five-point feedback goal series. Our final feedback goal cuts down the confusion and ambiguity in work responsibilities, much needed in a fast-paced and dynamic workforce. Feedback or employee performance goals with the tag clarification of expectations brings the team back on the same page with the same destination in sight.

Reduce Anxiety

Employee:  Some of my biggest anxiety and stress comes from when I am left in the abyss of uncertainty. Am I doing everything I should? Am I missing something? Am I doing this how they want? What is priority? A clarification of expectation iRevü lets me in on the inside knowledge. Now that I know where I need to go, I can map my route to get there.

Manager: Gallup reports that only 12% of employees “strongly agree” that their boss helps them set priorities at work. Perhaps because expectations aren’t appropriately qualified or communicated. Selecting Clarification of Feedback helps me to create pointed tactics each employee can refer back to when they are struggling. It also makes the pathway to success so much clearer, for them and for me.

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Shared Culpability

Employee: Receiving a critical iRevü is not always easy to swallow. However, when I see the clarification of expectations tag, I know this is something my manager and I both need to improve on, and both need to take culpability for. Our lines were crossed where communication was not 100% clear on either end. The micro feedback resets our compass. GenX’s top attributes of the perfect boss:

• Transparent and readily shares information 42%
• Clearly defines goals and expectations 42%
• Ethical and fair 37% Dependable and consistent

Manager: I’ve been working here for some time, so occasionally I ask someone to do something with the assumption they already know how it’s done or why we do it. That’s not fair to a newer worker, who may have no idea of the reasoning or ultimate goal of a specific task or project. When I use Clarification of Expectations, it makes it obvious that I should have stated something specifically from the get-go and am now doing so. There is no ambiguity for the employee and I know I’ve made myself heard.

Something to Build On

Employee: I would rather know now that I have slightly oscillated from the path. If my manager had let me continue on where I was going, I would have ended up miles away from our intended target. I can build on this information to focus my attention and efforts on where they should be, all while the elusive calendar date for my annual collects cobwebs.

Manager: Sometimes we let go of employees before they’re “baked.” Usually, it’s because a manager somewhere was afraid to confront on expectations not being met. If this is you, take heart. Because of the shared culpability in Clarification of Expectations iRevü, it makes it a little easier to give much-needed feedback in near real-time before your employee goes beyond the point of no return.

Take it Further: 6 Schemes to Supercharge Low-Performing Employees

Symbiosis

Choosing feedback goals helps focus attention and improve behavior. Added bonus? Employees are more motivated and engaged knowing exactly what and how they need to produce within the workplace. Using real-time feedback, small performance issues can be addressed immediately, melting the snowball effect. Teams are better managed when tweaked and supported, not overhauled. Trust in your team and they will respond to you. Let’s score some feedback goals. Try iRevü today!

“What’s measured improves” ― Peter F. Drucker (source)