Continuous Real Time Feedback (RTF) is the new trend in performance feedback in the workplace and it can improve everything from productivity to employee happiness to leadership strength. The idea of the annual performance review has been questioned for years. It’s fraught with issues such as inherent inequity towards women, the pitfalls of unconscious bias, and the simple fact that a once-a-year performance review is a backwards look at an overall performance.

Instituting continuous RTF can improve (or eliminate) the annual performance review as well as strengthen the overall workplace.


Better Performance

With continuous RTF, you’ll prevent small problems from getting out of hand. You’ll be able to incrementally improve performance right when it’s need. If you want the best quality work from your employees, they need to know how to improve. Not at the end of the year but throughout the lifecycles of their projects.


Improved Morale

Employees who know where they stand, how they’re doing and how they can improve will be engaged and invested in their work. This leads to more happiness in the workplace and better results overall. Continuous RTF also takes away the anxiety surrounding the annual performance review. It also removes the general, day-to-day uncertainty of not knowing how they’re doing or what they can do better.


Eliminated Recency Bias

Humans tend to give greater weight to events in the recent past. This is called recency bias and is a real problem when it comes to annual reviews. Unless you’ve taken notes on your team members throughout the year, chances are you’ll give greater weight to your most recent impressions of them rather than the true overview of their entire year. That being the case, it makes more sense to use continuous RTF either in place of the annual review or to make it more accurate and useful.

Maybe the thought of giving daily feedback sounds unpleasant. If so, try shifting your understanding of feedback. Actually, you’re constantly giving and receiving feedback without even being aware. When you do or don’t laugh at a joke, when you do or don’t return a hug, you’re giving feedback.


Feedback doesn’t have to be a difficult conversation

It can simply be a regular conversation. If you’re in regular communication with your employees, you’ll develop trust, confidence and overall happiness. You’ll essentially be changing the culture of your company. Employees and leaders will be actively seeking feedback, changing the dynamic from the anxiety-ridden performance review to a culture of growth and resilience.

Real time feedback is a positive step in improving the workplace and employee quality of life. The rewards justify the temporary discomfort of learning out to regularly provide feedback.

Make leadership development part of your HR strategy and empower your leaders to guide and grow their team members. Contact us and find out how we can support you with our tailored leadership development programmes, coaching your leaders to success.