SECTION HEAD
5 Tips on how employers
should give feedback
By Corrinne Armour
P
eople need feedback to
develop and grow. Withholding
feedback is like asking
someone to complete a crossword
without providing all the clues. It’s
simply not possible. Employers who
do not provide feedback to their
people, stifle growth, limit potential
and ultimately impact performance.
On the job, real time
People learn best on the job. The
70–20–10 theory of organisational
46 ModernBusiness
February 2016
learning suggests that only 10%
of learning happens in a formal
training program. Feedback that
is delivered real time reinforces
learning while it’s still relevant
and reinforcement embeds
learning. Multiple learning events
create touch points over time,
which further enhances learning
effectiveness.
Connect feedback to
employee development needs
and business objectives
Feedback that the employee
cares about – that’s linked to their
needs – has inspires the most
motivation and therefor learning
impact. Link feedback to actual
performance metrics so that it’s
easier to track progress when new
behaviours are adopted. Feedback
that connects to real business
objectives and outcomes provides
relevance and urgency, and helps
people to connect their increased