{"id":3561,"date":"2018-05-08T08:21:07","date_gmt":"2018-05-08T06:21:07","guid":{"rendered":"https:\/\/www.organisator.ch\/?p=3561"},"modified":"2018-05-08T08:21:07","modified_gmt":"2018-05-08T06:21:07","slug":"mitarbeiter-und-feedbackgespraeche-fuehren","status":"publish","type":"post","link":"https:\/\/www.organisator.ch\/en\/human-resources\/hrm\/2018-05-08\/mitarbeiter-und-feedbackgespraeche-fuehren\/","title":{"rendered":"Conduct employee and feedback interviews"},"content":{"rendered":"
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Managers should conduct feedback conversations with their employees out of inner conviction. (Image: Antonioguillem - Fotolia.com)<\/figcaption><\/figure>\n

Regular feedback meetings between supervisors and their employees have a positive effect on employee performance. Studies have shown this. When conducted correctly, they also increase employee satisfaction and motivation. Nevertheless, in many companies, feedback meetings tend to take place sporadically.<\/p>\n

A practical example: A department head notices that some of his employees have again failed to achieve the agreed targets. However, he does not express his displeasure about this. So the employees continue to muddle along as before. Because their manager does not address them about the unachieved goals, they are convinced: Our manager is satisfied with our performance. And the unachieved goals are not that important to him. So, over time, the manager's annoyance increases to such an extent that at some point she \"explodes\". And as a result of her pent-up anger, she takes the wrong tone. This in turn hurts the employees emotionally, creating a conflict that is almost impossible to resolve.<\/p>\n

Such escalation can be avoided through regular feedback and employee discussions - among other things, because in them the parties involved articulate their mutual expectations of (their) work together. This is why regular feedback discussions are part of the standard management repertoire in most larger companies - even if it is only as part of the annual target agreement discussions. The situation is different in small and medium-sized companies. There, regular feedback discussions tend to be the exception.<\/p>\n

Communicate about goals and expectations<\/strong><\/h2>\n

Generally speaking, most managers talk too little with their employees about their work and the expectations and goals associated with it. This is why employees often lack the necessary orientation in their day-to-day work. This is what the employee and feedback meetings are supposed to give them. The following topics can be discussed in them:<\/p>\n