Feedback is a focused dialog between a manager and an employee. Feedback is a way of sharing information and perspectives about performance – where the employee’s performance is effective and where performance needs improvement. Giving and receiving feedback is a two-way street; both the manager and the employee should be proactive by frequently seeking out and providing feedback.

Why is feedback important?

Feedback is beneficial to both the manager and the employee because:

• It serves to build trust and open communication around the department’s goals and the employee’s professional development goals.
  
• It gives managers and employees a way to identify and discuss skills and strengths.
  
• It identifies performance areas that need improvement and specific ways to improve them.
  
• It is an opportunity for managers and employees to enhance performance by identifying resources for skill development. (For example, through training, Career & Talent Management, Tuition Assistance, or professional development projects.)
  
• It serves as a foundation for recognition and rewards.
  
• It is an opportunity for managers and employees to assess and identify career and advancement opportunities.

Who should give or receive performance feedback?

Both managers and employees should be proactive in giving and receiving feedback. Anyone who is supervised or supervises someone should be involved in an on-going feedback process. (This also includes faculty and staff who might not have the word manager in their titles.)

When should you give performance feedback?

Frequency and timeliness count! The most valuable feedback is the daily interaction between managers and employees. “Feedback delayed is feedback denied!” (See the "How to give good feedback" article from Fast Company.) Every task, responsibility and question asked by an employee or coworker is a chance to participate in a performance feedback dialog. See our article on planning ahead for successful feedback conversations.