All Feedback Isn’t Created Equal
Frequent, high-quality employee feedback—characterized by trust, timeliness, objectivity, clear expectations, constructive focus, and active listening—is crucial for engagement and performance improvement, as annual reviews alone often fail and can even cause disengagement.
Offering Employee Feedback
Employees across all industries value conversations about their performance and how they can improve. These discussions keep employees engaged, which in turn supports retention and productivity.
- 85% of employees who have weekly check-ins with their manager report high engagement. Only 2% of employees with weekly check-ins indicate they are disengaged. (Source: Workhuman)
All Feedback Isn’t Created Equal
Studies show that saving up feedback for a traditional once-a-year performance review may not be effective and can even backfire. While annual reviews have their place, frequent feedback is generally more beneficial.
- 55% of employees believe annual reviews don’t improve their performance. (Source: Workhuman)
- Only 10% of employees feel engaged after a negative review, and almost 30% become so disengaged they start looking for another job. (Source: Gallup)
It’s Not Just Quantity; Quality Also Counts
More conversations alone aren’t enough. The way, timing, and person delivering feedback all matter. To improve employee performance management, consider these top tips for giving better feedback:
- 1.Build trust.
- 2.Make it regular.
- 3.Make it timely.
- 4.Be objective.
- 5.Set clear performance expectations.
- 6.Make feedback constructive.
- 7.Focus on achievements and strengths.
- 8.Listen.
1. Build Trust
Employees want feedback from someone they respect and trust. This makes praise more meaningful and constructive criticism less intimidating.
A study by Autodesk and FMI found that in construction companies with high trust:
- 74% of employees would recommend their company as a great place to work.
- 49% routinely exceed expectations.
Managers can build trust by:
- Following through on promises.
- Communicating openly and frequently.
- Continuously learning and improving.
- Being consistent in direction and goals.
- Clearly stating their values.
- Advocating for team members.
- Listening and showing empathy.
2. Make It Regular
Providing the amount of feedback employees want can be challenging, especially in busy environments like construction sites. While weekly 1:1s may not be feasible, aim for at least quarterly conversations—monthly is better.
- 28% of employees say feedback isn’t frequent enough to help them improve. (Source: Officevibe)
Regular check-ins also help supervisors monitor employees’ mental health, which is especially important in construction, where mental health issues are more prevalent and the industry has the second highest suicide rate among workers. Regular conversations can help identify and address underlying challenges early.
3. Make It Timely
Feedback should be based on recent performance. This is crucial for safety and for reinforcing good habits.
- Address safety issues immediately; repeated concerns should be documented and may lead to formal appraisals or termination.
- Recognize outstanding performance promptly, whether it’s teamwork, attitude, learning new skills, or safety consciousness. Public recognition in team meetings can boost engagement and pride.
- Consider project-based reviews after each project to discuss contributions, successes, and areas for improvement. Document feedback for future reference.
The average worker receives feedback 2.9 times a month. 33.4% of employees would like more frequent feedback.
4. Be Objective
Everyone has inherent biases, which can affect performance management. Being objective is challenging but essential.
- Ask yourself if you would give the same feedback to another employee for the same behavior.
- Reflect on whether personal preferences are influencing your expectations.
- Consider if your feedback could be perceived as favoritism.
To reduce bias, gather input from multiple sources, such as project managers, crew leaders, and coworkers, for a more complete picture of performance.
5. Set Clear Performance Expectations Up Front
Employees need to know what’s expected of them. Even seemingly obvious expectations, like punctuality, should be reinforced.
Clarifying non-negotiables removes ambiguity and helps employees understand their roles. Examples for construction employees include:
- Following all safety protocols.
- Watching out for colleagues.
- Treating tools and equipment properly.
- Focusing on effective team communication.
6. Make Feedback Constructive
Feedback should focus more on encouragement than criticism. With skilled construction employees in short supply, it’s important not to drive people away by only highlighting weaknesses.
Act as a coach rather than a disciplinarian. When discussing mistakes or performance gaps, offer suggestions and advice for improvement.
7. Focus on Achievements and Strengths
Feedback should also highlight positive performance. Recognition is most valued from managers but is also meaningful from company leaders, coworkers, and customers.
According to Gallup, employees appreciate:
- Public recognition or acknowledgment (awards, certificates, commendations)
- Private recognition from a boss, peer, or customer
- Achieving high marks in evaluations or reviews
Even a simple, authentic thank you can boost morale.
8. Listen
Feedback should be a two-way conversation. Regular feedback creates ongoing discussions where both manager and employee can set and adjust expectations together. Invite employees to share challenges and growth goals.
Listening is vital for building trust. When managers listen to employees’ concerns and ideas, it strengthens trust and inspires employees to do their best work.
“Unfortunately, the smaller the contractor (whether GC or specialty) the less likely they are to conduct any form of a Performance Review. This is unwise from an employee growth strategy and as a way to retain workers – especially the better workers.”
— Brad Humphrey
Meaningful Feedback Helps Employees Succeed
Construction companies need to maximize employee engagement and performance. Employees want feedback to know they are seen, heard, and appreciated, and to understand how they can improve and advance.
Feedback is a key part of performance management but is often overlooked. Annual reviews are important but should be supplemented with regular, high-quality feedback.
To provide effective feedback:
- Increase the frequency of feedback and coaching to monthly or at least quarterly.
- Give feedback at the end of each project.
- For annual reviews, seek input from coworkers for a balanced view.
- Document all feedback in a performance management system for future reference and learning.
Arcoro’s cloud-based HR solutions, including performance management tools, help construction companies make feedback more timely and meaningful.
Download a PDF of the eBook "8 Ways to Improve Performance Management Conversations with Construction Employees."
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