In our most recent Talent Pulse report, we found that 29% of organizations are moving from an annual performance review to a continuous feedback approach. This is great news as supportive, nonevaluative, timely, and specific feedback helps people achieve their goals at work. Yet our research shows that we all can get better at giving, asking for, and acting on performance feedback.
Since he was born almost three years ago, our son has looked to faces for cues. Almost instantaneously, inside his little, blonde head he looked up at us and wondered: Is this safe or unsafe? How should I interpret this situation? How am I doing? As parents, it is a subtle balance between giving too much feedback that can overwhelm and control, and too little feedback, which can contribute to uncertainty and doubt.