Regardless of what your organization does formally around performance management, as a manager you can provide regular performance feedback to your employees through a variety of formal and informal methods. This keeps your employees moving forward and engaged and enables them to make adjustments as needed to keep growing personally and professionally. And…when it finally comes around to formal performance review time within the organization – you’ll have much of the work already done and your employees won’t have any surprises!
Let’s look at a variety of formal and informal methods to provide feedback on staff performance:
| Providing Feedback on Performance | |
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Formal Methods |
Informal Methods |
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By taking advantage of formal and informal methods to communicate with and engage employees, the manager is provided a number of opportunities to provide feedback on performance and make corrections immediately and provide positive feedback as soon as possible.
Performance reporting should generally provide information on scope, schedule, cost, and quality. Many projects also require information on risk and procurement. Reports may be prepared comprehensively or on an exception basis.
Good remark Gina, I will pay attention for those comparison next time. Thank you
i think it is important to have both. Formal meetings will ensure a team member understands that it is serious and it is about work. Informal meetings make the person at ease. It is all about balance.