Providing employees feedback on their performance and opportunities to develop is one of a manager’s most important tasks. As important as it is, however, it can often get pushed down pretty far on the to-do list. Many leaders face a swarm of pressing deadlines; moreover, feedback conversations can be awkward. Even the preparation for such conversations can make managers feel stressed. It’s easy to fall back on the annual performance review to make sure at least one conversation happens. It’s no wonder many employees report getting no other feedback throughout the year.
How Adobe Structures Feedback Conversations
Providing employees with meaningful feedback on their performance and opportunities to develop is one of a manager’s most important tasks. As important as it is, however, it can often get pushed down pretty far on the to-do list. But giving regular feedback on performance doesn’t have to be a time-sink. One of the best templates comes from Adobe, a company that ditched performance appraisals and replaced them with informal “check-in” conversations. It centers around three elements of discussion: expectations, feedback, and growth and development. When each of these areas have been discussed, then managers and subordinates know they’ve had a meaningful conversation. If you’re looking for a way to provide more meaningful feedback and better develop the people on your team, talking about these three things is a great start.