31 May Is Your Talent Management System Feedback-Driven?
Effective talent management allows your company to run smoothly. When it’s done right, it motivates employees and develops your talent so that associates want to continue growing with the organization. While there are a few key factors that make up a strong talent management system, one critical piece of the puzzle that cannot be overlooked is ongoing feedback.
Feedback between managers and employees is crucially important. Here are a few reasons why, from Huffington Post:
- It Motivates
Strong leaders intentionally give self-esteem boosting feedback, because employees who feel empowered are better able to accomplish ambitious goals.
- It Creates a Sense of Purpose
By nature, everyone wants to feel as if they belong to something. The feeling of belonging and fitting in with a company transcends the desire to work simply for a paycheck.
- It Spurs Innovation
Leaders who actively invite feedback from their people allow for an open exchange of ideas, instead of thwarting creative solutions from those who might usually be too shy or nervous to speak up.
If these reasons don’t strongly illustrate the need for increased feedback at work, consider this hard statistic from a Glassdoor study: 53% of employees say that they would stay with their company for a longer period of time if their bosses provided more positive feedback. Thus, fostering an ongoing loop of feedback isn’t just about making employees “feel good;” it’s a powerful retention strategy that can also drive performance. Here’s another thing: the same source states that 81% of employees are motivated to work harder when their managers show appreciation for their contributions.
Feedback Strategies That Work
You don’t have to overhaul your existing talent management system to incorporate more feedback; in fact, you simply have to build on it. Encourage managers to provide more feedback for their associates, but keep in mind that this can be a gradual process. HR can also train managers using the following guidelines from The Ladders:
- Make It Specific
Avoid ambiguous language and discuss a specific instance in which the employee has performed well, and discuss the impact it had on the team and/or its goals.
- Make It Timely
This is where having real-time talent management software comes in handy. The quicker managers provide feedback for a specific action, the stronger a message it will send to the associate.
- Avoid Negativity
Even constructive feedback should be positive and future-focused. Make sure that managers always give any negative feedback in a private setting so as to avoid embarrassing the associate, and encourage them to provide praise more often than constructive advice.
When you practice these tactics, your associates will begin to thrive off the feedback their managers are providing, and it will become embedded in your high performance culture.
HRsoft is a leading provider of strategic talent management software that improves manager effectiveness and business results. Our full suite of cloud-based HR software solutions includes applicant tracking software, compensation planning software, total rewards software, stay interview software, performance management software, and content management software. To learn more about our Talent Management Software, click the button below!