How Lack Of Feedback Can Detoriate Employee Performance - Baltimore Post-ExaminerBaltimore Post-Examiner

How Lack Of Feedback Can Detoriate Employee Performance

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Nobody is perfect, but everyone can work towards perfection if they are equipped with the right guidance. It improves the individual’s knowledge and gives them clarity about their actions, which becomes a major aspect in fueling their growth.

Even your employees can learn and grow better if they are provided feedback about their work and performance. Constructive feedback has the power to encourage employees to refine their ways for a more successful outcome, and can also show them that you acknowledge their efforts. It gives them direction and shapes their future within the company.

For instance, you can use training assessments to understand where employees are facing troubles and provide them genuine feedback. If you see Thinkfic reviews, you will realize how managers have used its reporting feature to provide feedback to their employees and helped them understand what they need to work on for their own development.

But there are still some managers who feel feedback is an unnecessary and time-consuming activity with no benefits. With this article, we aim to explore how the absence of constructive feedback from the manager can demotivate employees and affect the quality of their performance.

It makes them delusional:

When employees are not given any input about their work or performance, they may go on feeling they are doing everything right. They may fail to notice their mistakes or blind spots and have no idea about how they can get better at their jobs.

This makes them delusional and blocks their growth. It can make them stagnant and sets the bar too low for performance. This can worsen their efficiency and their quality of work because they have no idea that there are ways to perform better.

It reduces employee morale:

When employees are new to the organization, it is obvious for them to feel confused and nervous about their roles & responsibilities. Not providing such employees feedback on their work can further add to their confusion.

It may make them feel undervalued if the manager does not take out the time to guide them or help them understand whether or not they are doing things the right way. Not receiving any feedback even when they perform well can lower employee morale significantly.

It lowers employee engagement:

Often when managers do not provide any kind of feedback, employees tend to feel the manager doesn’t trust them. They may also fear there is favoritism and the manager is keeping away information to prevent them from growing.

Although this may not be true, the lack of feedback leaves employees free to assume things however they want. This creates a psychologically unsafe environment for the employee and reduces their will to perform which results in disengagement from work. 

It increases employee turnover:

When employees don’t receive any feedback from their manager, they are bound to feel they are doing everything right. But when they receive poor ratings and negligible increments at the end of the appraisal cycle, they are shocked.

This causes frustration and resentment since they were never made aware of what they were doing wrong, and provokes employees to quit their jobs. Companies that do not have a culture of feedback have a remarkably higher employee turnover rate due to this reason. 

Conclusion:

Managers need to understand how powerful feedback is in motivating an employee to reform their ways for better results. But it should not be made an annual process, rather a regular action to ensure employees know where they are falling short and what are the areas of improvement. Due care must be taken that feedback is delivered in the most courteous and empathetic way so as to ensure employees don’t take it personally.


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