Personnel Today
  • Home
    • All PT content
  • Email sign-up
  • Topics
    • HR Practice
    • Employee relations
    • Learning & training
    • Pay & benefits
    • Wellbeing
    • Recruitment & retention
    • HR strategy
    • HR Tech
    • The HR profession
    • Global
    • All HR topics
  • Legal
    • Case law
    • Commentary
    • Flexible working
    • Legal timetable
    • Maternity & paternity
    • Shared parental leave
    • Redundancy
    • TUPE
    • Disciplinary and grievances
    • Employer’s guides
  • AWARDS
    • Personnel Today Awards
    • The RAD Awards
  • Jobs
    • Find a job
    • Jobs by email
    • Careers advice
    • Post a job
  • Brightmine
    • Learn more
    • Products
    • Free trial
    • Request a quote
  • Webinars
  • Advertise
  • OHW+

Personnel Today

Register
Log in
Personnel Today
  • Home
    • All PT content
  • Email sign-up
  • Topics
    • HR Practice
    • Employee relations
    • Learning & training
    • Pay & benefits
    • Wellbeing
    • Recruitment & retention
    • HR strategy
    • HR Tech
    • The HR profession
    • Global
    • All HR topics
  • Legal
    • Case law
    • Commentary
    • Flexible working
    • Legal timetable
    • Maternity & paternity
    • Shared parental leave
    • Redundancy
    • TUPE
    • Disciplinary and grievances
    • Employer’s guides
  • AWARDS
    • Personnel Today Awards
    • The RAD Awards
  • Jobs
    • Find a job
    • Jobs by email
    • Careers advice
    • Post a job
  • Brightmine
    • Learn more
    • Products
    • Free trial
    • Request a quote
  • Webinars
  • Advertise
  • OHW+

Latest NewsLine managersPerformance management

How to get line managers on board with feedback

by Roly Walter 8 Aug 2018
by Roly Walter 8 Aug 2018

Managers are so overwhelmed with demands that having regular feedback conversations with employees can be hard to fit in. Roly Walter from performance management software company Appraisd looks at how organisations can provide more support to managers.

Performance management

Are performance management systems broken?

Appraisals: Line manager briefings

The life of a line manager is a busy one. Sandwiched between the demands of senior leaders and their direct reports, they are under pressure.

The extent of this is shown by figures from a recent Chartered Management Institute survey, which reveal on average they work the equivalent in overtime of 44 extra days per year. With so much on their plates, something must give. Very often, it’s their people management responsibilities that slip.

Finding a solution to this lack of time, plus raising the importance within the organisation placed on people management are the first steps needed to encourage more feedback conversations.

According to the latest figures from the CIPD, less than half of line managers received dedicated training when they took on people management responsibilities. Organisations need to offer more support in this area and recognise providing effective feedback is a specific skill that requires training, time and dedication to get right.

Feedback framework

To counter the lack of time that managers have available, organisations need to build a framework for feedback that is clear, simple and easy to follow. Using an online system will eliminate time-consuming paperwork and ensure a consistent approach across the business.

In this system, guidelines and tips can be provided for managers, helping them to get the conversation started and become more comfortable in this aspect of their role. For those who find face-to-face conversations difficult to begin, these can be a huge help. It also reinforces the fact that feedback is an expected part of their role.

As well as a system, providing dedicating training for managers at all levels will reinforce a consistent approach. Shining a spotlight on this area, will demonstrate feedback is important and that everyone is expected to take part. It’s that expectation that is key.

If feedback is not seen as crucial, it will get pushed down the agenda under the pressure of all the other duties managers have to complete. It needs to become a routine expectation that is an integral part of the working day.

It is not just employees who want and benefit from feedback. Leaders are no different. They also need honest, timely and regular feedback to ensure they are delivering what they need.

Building a feedback culture

“This means there is a big shift away from formal, lengthy and typically anonymous feedback surveys,” says Linda Smith, former HRD and a business consultant with Merranti Consulting. “Firms of all sizes are moving towards regular catch-ups with an emphasis on creating an open and honest culture.”

Smith states the following elements are needed to build a successful feedback culture:

Trust – employees need to feel able to see feedback as a positive development tool and not criticism.

Honesty – the feedback needs to be fair and relevant. All sides should feel able to be candid without fear of retribution.

Objectivity – feedback should come from all relevant stakeholders, not just direct managers to get a full and unbiased picture.

“Recognising and praising those who are giving effective feedback is very important,” says Smith. “Use them as role models for the rest of the business to follow and demonstrate to all that they are playing a vital role in helping their colleagues to develop and progress.”

Rachel Broome, founder of learning and development agency Talentstorm, believes managers will engage in the process if they can see the benefits for themselves.

She says: “Managers who give regular and effective feedback are able to build high-performance teams. Employees want to work for someone who shows they value their team and are invested in helping them to improve. A manager that not only gives feedback, but actively asks for it too will gain the trust and respect of their employees.”

Broome has four things for managers to remember when giving feedback:

Be purposeful – feedback is all about giving someone useful information at a time that they can do something with it. If feedback is given without context, it may feel like criticism.

Be specific – identifying and acknowledging exactly the issue will ensure the employee knows what the feedback relates to.

Be timely – we’ve shifted to an ‘instant’ culture, so it seems crazy to think we would wait days or weeks to pass on useful developmental information. With feedback, timing is everything, and the closer to the event in question the more useful it is.

Be regular – the trick is to get into the habit of giving feedback ‘little and often’, rather than saving it up when that may be too late to be useful.

Sign up to our weekly round-up of HR news and guidance

Receive the Personnel Today Direct e-newsletter every Wednesday

OptOut
This field is for validation purposes and should be left unchanged.

Feedback conversations will start to flow when the right system, training and focus is put on them. Businesses must demonstrate clearly to all concerned, not just managers, that feedback is important and encourage everyone to get involved.

Personal development is now one of the main elements employees are looking for in a role. Failure to get the feedback process right could make it harder not only keep employees but also to attract the best new talent.

Roly Walter

Roly Walter is founder of performance management system company Appraisd

previous post
Project to map defibrillators launched to improve heart attack survival rate
next post
Tier 2 visa alternatives: Employing skilled non-EEA workers

1 comment

Barrie Smale 9 Aug 2018 - 2:54 pm

Hi Roly, are you suggesting the feedback conversation should be on-line rather than face-to-face?

Comments are closed.

You may also like

Prioritising performance management: Strategies for success (webinar)

8 May 2025

Eight ways to best support grieving employees

6 May 2025

Half of workers waste two hours a day...

6 May 2025

Having confidence in role makes you a better...

31 Mar 2025

HR Predictions: What’s ahead in 2025? (webinar)

23 Jan 2025

Museum worker wins unfair dismissal case on lack...

22 Jan 2025

Meta to performance manage out 5% of workforce

15 Jan 2025

Who made the best background music, Mozart or...

25 Oct 2024

Presence and productivity: does office time really make...

3 Oct 2024

One in four managers say teams are more...

19 Aug 2024

  • 2025 Employee Communications Report PROMOTED | HR and leadership...Read more
  • The Majority of Employees Have Their Eyes on Their Next Move PROMOTED | A staggering 65%...Read more
  • Prioritising performance management: Strategies for success (webinar) WEBINAR | In today’s fast-paced...Read more
  • Self-Leadership: The Key to Successful Organisations PROMOTED | Eletive is helping businesses...Read more
  • Retaining Female Talent: Four Ways to Reduce Workplace Drop Out PROMOTED | International Women’s Day...Read more

Personnel Today Jobs
 

Search Jobs

PERSONNEL TODAY

About us
Contact us
Browse all HR topics
Email newsletters
Content feeds
Cookies policy
Privacy policy
Terms and conditions

JOBS

Personnel Today Jobs
Post a job
Why advertise with us?

EVENTS & PRODUCTS

The Personnel Today Awards
The RAD Awards
Employee Benefits
Forum for Expatriate Management
OHW+
Whatmedia

ADVERTISING & PR

Advertising opportunities
Features list 2025

  • Facebook
  • Twitter
  • Instagram
  • Linkedin


© 2011 - 2025 DVV Media International Ltd

Personnel Today
  • Home
    • All PT content
  • Email sign-up
  • Topics
    • HR Practice
    • Employee relations
    • Learning & training
    • Pay & benefits
    • Wellbeing
    • Recruitment & retention
    • HR strategy
    • HR Tech
    • The HR profession
    • Global
    • All HR topics
  • Legal
    • Case law
    • Commentary
    • Flexible working
    • Legal timetable
    • Maternity & paternity
    • Shared parental leave
    • Redundancy
    • TUPE
    • Disciplinary and grievances
    • Employer’s guides
  • AWARDS
    • Personnel Today Awards
    • The RAD Awards
  • Jobs
    • Find a job
    • Jobs by email
    • Careers advice
    • Post a job
  • Brightmine
    • Learn more
    • Products
    • Free trial
    • Request a quote
  • Webinars
  • Advertise
  • OHW+