Source | Linkedin.com | BY:Govind Negi , Director talent Engagement- India
Many organisations have started moving towards a feedback based performance management system as opposed to a rating based system for a better performance management of their employees. There are many who believes that a rating based performance management is still better as it gives objectivity to the outcome. I agree with this. Both have its own merits. But, I personally advocate a feedback based system and here are the reasons why:
A feedback ensures a developmental culture
When a manager gives feedback to his team member on achievements and improvement area, the objective is to develop the person. A feedback ensures that team member is aware of his good work and what can be done better. In case of non-performance, the team member is guided well so that he can get appropriate time to improve himself. It is not limited to the performance of a team member but also talks about behavioural and cultural aspects. Hence, it is a developmental tool which encourages team members to do better every day.
A manager should be developmental. It is manager’s responsibility to ensure that team members are growing and feedback gives this opportunity to align people towards their growth.
Team member takes it positively as it not directly linked with salary increment
I have observed that when a manager gives feedback which is linked with the performance rating of a team member, team member becomes defensive. He feels that it will impact his salary increment or may be career growth in the organisation. At that point of time, as a human nature, he defends the feedback and become reluctant to accept. As he doesn’t accept the shortcoming, he doesn’t work toward improvement. This is a setback in developing team members in an organisation. Taking feedback is the first step to develop self. With performance rating, we hurt this step and unknowingly stops organisation growth.