Informal feedback is ongoing, in-the-moment development advice given to employees (given by managers outside of the formal review) that can be used to provide employees with a clear idea of their ongoing performance throughout the year. Informal feedback that is fair and accurate can improve performance by 39.1%!
Prepare Before You Provide
The benefits of informal feedback occur when feedback conversations occur regularly—whenever an opportunity for praise or a development situation arises. To help you remember the basics of informal feedback, feedback should be ‘FAST’:
Continuous Feedback, Continuous Improvement
Managers should aim to provide effective informal feedback throughout the year in order to improve employee performance through in-the-moment development guidance to decrease the chances that the formal review is a surprise to the employee. Regular feedback helps build a relationship of trust and solidifies the impression that performance management
is consistent and fair.
When preparing for the informal feedback conversation, it is also important to remember to avoid the following common mistakes associated with manager feedback:
Checklist of Daily Reminders of When to Provide Performance Feedback
During the Conversation, Identify the Situation, Behavior, and Impact of the Action or Event
After reviewing the basics of what should be covered in informal feedback conversations, use the Center for Creative Leadership’s three step process to increase the quality and effectiveness of the feedback. To keep your feedback relevant and focused, identify the situation, behavior and impact of the action or event. While this method works for both positive and negative informal feedback, any serious performance issues will require a more structured performance discussion. Here are some examples of how to differentiate positive and negative feedback using the situation, behavior, impact framework:
Author: Dallas Romanowski