Performance Management: Quantity or Quality?


Eric Castien

Onderwerp Blog
Gepubliceerd op

15 February 2019

From talent recognition to talent development

Continuous feedback is the way for top-athletes to be continuously triggered to get the most out of themselves, but does more frequent feedback also work in the business community or should the focus be on quality rather than quantity? And how do you get to more qualitative feedback? Learn more about how to increase quality by providing person-specific feedback based on insights into the brain.

Employee versus top athlete
In the top sport, the continuous and military drill like feedback is mainly to motivate top athletes and to get the most out of themselves, but top athletes often do something different than the average employee. Whereas for an elite athlete the sports performance is often seen as one of the most important things in life, the average employee will not put his job at number 1 so quickly. More frequent feedback in the business sector will therefore have to meet other requirements to lead to a desired result. The result will not depend so much on the frequency, but rather on the specificity and quality of the feedback. In this blog you can read more about how you can already ensure today that your employees get the most out of the feedback you provide.

The science of feedback and rewards
According to Deloitte, more frequent, transparent and shorter evaluation conversations are “the way to go”. After thoroughly exploration of the traditional end-year conversations, and having made a trip to science, they too have changed course. Regular feedback moments have been introduced in the weekly schedule. In this article from Deloitte, a scientific glance is thrown at both the goal and effectiveness of feedback. How you can pursue your goals by means of feedback, which forms of feedback are most efficient, and the relationship between feedback and rewards. However, an essential detail regarding feedback is ignored. The feedback approach described is a reactive process. We think that a proactive approach could be many times more effective. The quality of feedback is essential. The more focused and person-specific the feedback the better the result.

From talent recognition to talent development
Unlike top athletes, the average employee does not perform better when he constantly hears whether he is doing something good or bad. When positive feedback is frequently given, employees tend to become lazier and less proactive. On the other side of the coin, regular negative feedback ensures more stress and a decrease in motivation. The quality of the feedback is therefore essential to ultimately benefit from the feedback given. It is essential to have a clear picture of all the talents employees have. It makes no sense to give continuous feedback on the skills that an employee does not have at all. For example, your employee may not have the quality to distinguish primary and secondary issues from each other. Negative feedback in this case would be quite inappropriate and ineffective.

What talents do my employees have?
Often we only find the qualities of our employees when we know them for a long time and have actually seen them at work. Through trial and error, we gather insights into our employees. A very inefficient process that is often at the expense of both employee and employer’s motivation and well-being. But it doesn’t have to be that way. All our talents and qualities find their origin in the brain. Talents such as stress resistance, problem solving and much more can be easily established by BrainsFirst. With this diagnosis, you will ensure that you do not give feedback on the talents that your employees do not even have, but you can focus on the talents of your employees who are promising to develop. Go for quality and determine the match between brain and job in relation to functioning.

The first step towards targeted feedback
With BrainsFirst’s brain based assessment games, you’ll find out about the talents of your current (and future) employees in 45 minutes. 16 different talents in one simple overview with tips and tops to get even more out of your workforce. This is how you take the essential first step of talent recognition to talent development.

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