“82% of employees really appreciate receiving feedback, regardless if it’s positive or negative.” Feedback is an integral element of success. Regular feedback sessions empower employees to be recognized for their strengths and the impact they have on the organization. However, many managers fail to give constructive and valuable feedback to their employees. Employees of all generations expect meaningful feedback from everyone in their workplace. With this webinar, we aim to put some light on how to give the right kind of feedback to boost productivity and improve employee performance. Learn how to give specific and timely feedback that employees actually crave for.

1. T A N A M . S E S S I O N
R A J A R S H I C H A K R A B O R T Y
Inputs by:
6 WAYS TO MAKE
FEEDBACK IMPROVE
EMPLOYEE
PERFORMANCE

2. WHY EMPLOYEE FEEDBACK MATTERS?
Feedback is an integral element of success. Regular feedback sessions empower
employees to be recognised for their strengths and the impact they have on the
organisation. However, many managers fail to give constructive and valuable
feedback to their employees.
Feedback is not the "F-Word". More and more companies are implementing ongoing
feedback as it helps to build a culture of transparency and trust. To find the right
tools to implement ongoing feedback in your business, contact GroSum today for a
FREE demo of our performance management software.
BENEFITS OF
ONGOING FEEDBACK
• Allow easy identification of problems
and address any deviation before it
gets out of control
• Helps to recognise employees'
achievement as and when they achieve
• Gives a better idea of employees'
progress
• Increases employee engagement by
giving them a platform to directly
interact with their managers
• Regular feedback and warnings helps
to keep employees' on track
GroSum (c) 2019

3. ENCOURAGE EMPLOYEES TO
GIVE AND TAKE FEEDBACK
The HR can really show the value that they bring it to an organization by partnering
with the managers. Oftentimes they're not doing ongoing feedback because managers
are not comfortable. They feel that they don't know what to say and they feel that
they don't understand what the flow of the conversation should be like. So, the HR
can actually sit with them and help them understand what this should look and feel
like for them before they actually start sitting with their employees or their direct
reportees and conducting these sessions.
The HR should make it certain that for managers this is actually part of their
performance evaluation. Did they conduct ongoing feedback and if so how often and
how frequently? And the employees that report to them will absolutely confirm
whether or not they've had these sessions with their manager on a regular basis. It's
about accountability but it's also about HR really standing in the form of a true
business partner and teaching managers how to have these sessions. The HR can also
do mock feedback sessions with the manager because sometimes managers are not
comfortable doing it. It's making both the parties i.e managers and employees
accountable. Coaching a manager as well as the employee the importance of it and
making both of them accountable.
GroSum (c) 2019

4. SHARE STORIES WITH YOUR EMPLOYEES
As a manager you must have lessons and events that you may have experienced
throughout your career. When you're at a managerial role, employees look upto you
for guidance. They also look upto you as a thought leader and an expert in your
niche.
Transparency not only helps build relationships but also helps employees feel more
comfortable about coming back to managers whenever they encounter a problem
because they don't feel they have to be perfect.
As a manager, whenever you're conducting constructive feedback session, it is also
fair to share some of the things that you have experienced in your career. It not only
humanise you but also build relations with employees. They know that you're
invested in their success. Sharing your stories as a manager is the key.
HOW TO MAINTAIN PROFESSIONALISM
WHEN SHARING STORIES WITH EMPLOYEES?
It can absolutely be done in a professional way. You should not share every mistake
you have experienced in your career. If there's someone that aligns with the problem
that the employees are having, be able to empathise with them and help them learn
the lesson that you have learnt. Not only will this show them a window for
development but also help them understand they're not the only one and anyone can
commit a mistake.
GroSum (c) 2019

5. FOCUS ON STRENGTHS
Look at what areas of strengths your employees operate in and help them focus on
those areas. For those areas they need development in, spend time with them but
don't go overboard mainly because it call create a level of frustration.
Understand employees' strengths and have these conversations early in their career
Reward employees when they achieve targets aligned to their strengths
Support employees by giving active feedback on development opportunities
Give them direction by helping them to bridge gap in their skill-set. For example,
allow them to learn a new course which they can bring back to your organization.
Make sure to:
"Strength-based companies enjoy more profit, better
sales, and higher levels of customer engagement."
GroSum (c) 2019

6. SET GOALS
When you set goals, employees not only understand what are they held accountable
for and what success will look like for them but they also understand how and what
they do is aligned to overall organizational goals.
Tips for setting goals:
(a) Identify Goals: Be realistic while setting goals. For example. set 2 goals for a
week. Do not go overboard while setting goals. Set goals which can be achieved at a
specific given time.
(b) Make Priority Buckets: Make this into a fun team building activity. Call a
meeting, have tasks written on sticky notes etc. Ask each member to sort their tasks
using the same wall and columns in the meeting.
(c) Keep Provision for Feedback: A provision should be in a place where the
employees and managers can give suggestions. And after a plan is executed, their
feedback is also equally important to evaluate the efficiency of the plan.
(d) Use Time Wisely: The goal set has to be time-bound, and the employees need to
be educated about time management. Using schedules, timelines with priority labels
is a great way to go about it.
(e) Track Goal: This helps your employee feel that their work is making a difference,
and also, helps you tweak the goal according to needs. Sometimes it may be difficult
to keep track, but this can be tackled by continuous communication between you
and your team.
GroSum (c) 2019

7. RETENTION IS KEY
When employees feel that they are valued and their managers are actively listening to their needs
and give them a direction to be successful. This will lead to retention.
If employees are actively engaged and motivated then they develop a sense of loyalty towards the
company. This can even override if they are not necessarily receive the highest possible pay. If
they feel that the company really care towards their success and interested in their development,
this will help increase retention.
A lot of companies link retention to financial incentives. But that's not necessary true.
As Peter Drucker aptly quotes,
"Culture eats strategy for breakfast".
So, giving employees feedback and fostering an environment of learning and growth
will help reduce employee turnover thereby increasing revenue.
TIPS FOR EMPLOYEE RETENTION
#1 Include employees in the decision making process:
This gives them ownership of their work and they are more likely to produce a better
quality of work.
#2 Offer flexibility:
Employee want a better work/life balance. Give them enough time to pursue their
hobbies or spend time with family/friends.
#3 Offer development opportunities:
Invest and develop your employees for future challenges and help them adapt to
newer technologies.
#4 Reward high performance:
Give recognition to your employees for their hard work and you will be rewarded
back with their loyalty.
GroSum (c) 2019

8. CURRENT SUCCESS
FUTURE SUCCESS
Current Success leads to Future Success.
#Focus on where is the employee doing well.
#Help employees understand their areas of development and support them through closing
those performance gaps.
Understand that future success may or may not necessarily mean that the employee will retire
from their present organization. As a company, there'a a point of time in someone's career when
you're responsible for them and understanding what that looks and feels like. Not only for your
managers but about the company and the coacher.
Fostering an incubator experience for the employees and helping them be a better version of
themselves in the future is one of the things you should do.
It all comes back down to communicating. Understand how important it is for employees to
receive feedback.
Celebrate the current success and look into for future success not only for employees
but for the organization as a whole.
GroSum (c) 2019

9. Meet the brain behind this eBook!
Tana M.Session
Tana M. Session, Speaker | Coach | Trainer | Consultant
Reformed Human Resource Executive
Huffington Post "Top Female Expert to Follow in 2018"
Entrepreneur
Best-selling author
Volunteer/Board Member
To find the right tools to implement
ongoing feedback in your business,
contact GroSum today for a FREE demo of
our performance management software.
Book Demo
Talk to us:
+ 1 603 513 2549 | +91 877 764 2567
success@grosum.com
www.grosum.com
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GroSum (c) 2019