Thursday, October 20th, 2022

Feedback – Then What?

“Feedback is the breakfast of champions.” – Ken Blanchard

In a CPA firm, the staff would receive performance feedback annually. Thank goodness we have advanced to where feedback is quarterly, monthly, and, as it should be, daily. The new workforce wants to know how they are doing immediately.

Firms are better at giving ongoing feedback, but most firms still have an annual or semi-annual, more formal feedback system.

No matter how you give feedback, what follows? If there is no system of follow-up, the feedback is worthless. I like to see goal-setting as part of any feedback session. What steps are necessary for them to expand what they are good at and enjoy? What steps are necessary for them to improve in some weaker areas? What has happened as a result of their last feedback session? What suggestions and advice (mentoring) accompany feedback sessions?

Give feedback often. Make giving feedback an important of every manager’s performance standards. Your managers are on the front line with staff. They should have meaningful feedback to give.

  • "Make feedback normal. Not a performance review."
  • Ed Batista

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