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Topic: Continuous Feedback Vs Performance Appraisal
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sathiya rajendhran
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Continuous Feedback Vs Performance Appraisal
01-17-2012 / 5:40 am #1
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Webinar date: 25th January 2012
Webinar time: 11 AM US EST/ 4 PM GMT/ 9.30 PM India
Speakers:
Anga Sanders, MLA, SPHR, CEO at Global HR Solutions LLC
Arvinder S Dhesi, Group Talent Director at Towers Watson
Mitch Byers, SPHR,Senior Human Resources Director at JDC Healthcare Management LLC ,Dallas
Lee Cooper, Editor at www.intelligentlyemotional.com
Agenda-Continuous Feedback Vs Performance Appraisal
Today the world of business is going through challenging times. Hiring the minds and skills of people is no longer sufficient. We need to inspire people and invoke their passion. This requires continuous dialogue and feedback between people and their organization.
- What is Continuous Feedback?
- With business leaders and managers busy with their day to day goals, how can we help them take an active role in nurturing and growing the talent within their respective teams?
- Can an Organization wide common template be used for Continuous Feedback.
- How can Continuous Feedback help in aligning the Organization’s goals with the individual interests and aspirations?
- How can an organization move up the value chain from a culture of "Yearly Performance Appraisals driven by HR", to a culture of "Continuous Feedback, Talent Nurturing, Growth and Development"?
For Registration:http://www.synergita.com/webinar.html
Modification count: 1
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Debora M
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Re: Continuous Feedback Vs Performance Appraisal
12-31-2019 / 5:58 am #2
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Provides An Accurate Review of Performance
When feedback is shared or received throughout the year, it helps managers visualize an accurate image of an employee’s performance. Managers can make note of significant achievements, or issues that are negatively impacting an employee’s performance. They can even record their own reaction to the employee’s performance. And over a period of time, it can paint an impressive picture of performance.
Feedback Is Instant and Easy
One of feedback’s biggest plus points is that it is instantaneous and does not require much fanfare. As opposed to an annual performance review, which conjures up a much more formal and stiff image. Besides, it’s not easy to share as much feedback during an annual review. Both the manager and employee are conscious of the time spent on the meeting, with the manager being aware that she does not have the luxury of addressing the employee’s performance completely, even if she really wants to.
Feedback, on the other hand, can be as easy as quick five-minute chat in the cafeteria, or a congratulatory email about a job well done.
Feedback Helps Employees Course Correct
The worst thing about traditional annual performance reviews is that they wait till the last minute to let employees know that they have veered off course, have wasted their efforts or are not doing well. Time is precious in the context of performance and of course, money as well.
Real-time feedback can help employees course-correct as and when necessary, can help them fix mistakes that were holding them back and in some cases, it can even help them revamp their goals or increase their targets.
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