Feedback Practices at ºÚÁϳԹÏ
In 2024, Gallup reported that 80% of employees who say they have received meaningful feedback in the past week are fully engaged. Employees are also 3.6x more likely to strongly agree that they are motivated to do outstanding work when their manager provides daily (vs. annual) feedback.
At ºÚÁϳԹÏ, employees receive feedback about their job performance in a variety of ways and at different times throughout the year. Professionally, receiving feedback about our performance helps us identify strengths, weaknesses, opportunities, and challenges. Regularly scheduled 1-on-1 meetings between employees and their supervisors are used as an opportunity to engage in informal feedback, discuss goal progress, and uncover any challenges or barriers that the supervisor can assist with overcoming.
Feedback Practices Cycle
In addition to regular meetings, all full-time staff employees at the college participate in formal quarterly Performance Conversations. The schedule for quarterly Performance Conversations is below and you can find the answers to many of your questions in the Frequently Asked Questions.
Quarterly Performance Conversations consist of three stages:
- Completing the Self-Review
- Manager Review
- Performance Conversation
October Timeline
Below is a suggested timeline for your October 2024 Performance Conversation.
The timeline is provided as a suggestion you can use if it helps you plan; however, the Self-Review and Manager Review can be completed at any time beginning on September 30 so it is possible to finish early or plan ahead. Managers can start the Performance Conversation in Bridge as soon as both parties have submitted their review forms.
To allow for some additional flexibility and make-up time, the October 2024 Performance Conversation is due by 11:59p.m. on Friday, November 8.
