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Very soon, I will become personnel manager to a handful of employees. I am already the technical/task manager for a few of them, but will now also be responsible for approving time and conducting reviews as well.

I hope to be able to manage effectively, correct a few issues I have already seen, and reward/encourage all of the other things staff already do well. To that end, I would like to learn from others about what they see as the best way to give feedback to staff throughout the year, not just at the end of year. If possible I would also like to hear about the best way people have been able to leave themselves open to receiving feedback from the staff they manage as well. 

Thanks in advance.

Very soon, I will become personnel manager to a handful of employees. I am already the technical/task manager for a few of them, but will now also be responsible for approving time and conducting reviews as well.

I hope to be able to manage effectively, correct a few issues I have already seen, and reward/encourage all of the other things staff already do well. To that end, I would like to learn from others about what they see as the best way to give feedback to staff throughout the year, not just at the end of year. If possible I would also like to hear about the best way people have been able to leave themselves open to receiving feedback from the staff they manage as well. 

Thanks in advance.

Very soon, I will become personnel manager to a handful of employees. I am already the technical/task manager for a few of them, but will now also be responsible for approving time and conducting reviews as well.

I hope to be able to manage effectively, correct a few issues I have already seen, and reward/encourage all of the other things staff already do well. To that end, I would like to learn from others about what they see as the best way to give feedback to staff throughout the year, not just at the end of year. If possible I would also like to hear about the best way people have been able to leave themselves open to receiving feedback from the staff they manage as well. 

Thanks in advance.

Very soon, I will become personnel manager to a handful of employees. I am already the technical/task manager for a few of them, but will now also be responsible for approving time and conducting reviews as well.

I hope to be able to manage effectively, correct a few issues I have already seen, and reward/encourage all of the other things staff already do well. To that end, I would like to learn from others about what they see as the best way to give feedback to staff throughout the year, not just at the end of year. If possible I would also like to hear about the best way people have been able to leave themselves open to receiving feedback from the staff they manage as well. 

Thanks in advance.

Feedback should be given a few times a week. Most of the times individual contributors have no idea if what they are doing is correct or incorrect. We only assume it's correct because we haven't been corrected, so we keep on doing it. Stay even keeled whether it's positive or negative feedback. If the same mistake is made twice, that's fine. Stay even-keeled. Same mistake is made a third time, a pattern is emerging and correction needs to escalate (written up, etc.). Anytime giving feedback, write notes on the feedback, jot it down on a post-it note, and put it in they're individual file that you're maintaining because, well, you're their manager and the notes will become invaluable at end-of-year evaluations. I've had too many managers that just remember the last two months of performance during the evaluation. It will save yourself a lot of consternation and time finding information on their performance - it's all right there in their file. Below is an effective, and adult-like feedback script.

1.) "Can I give you some feedback?"

2.) "When you" <describe behavior>, "then" <describe result/impact>". Can you" <keep it up, change, find another way to do it>?

https://www.manager-tools.com/2024/05/manager-tools-feedback-model-updated-part-1

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Jeff Schmidt A.M.ASCE
Environmental Engineer
Clearfield UT

Original Message:
Sent: 05-30-2024 10:19 AM
From: Christopher Seigel
Subject: Feedback Loops and New Managers

Very soon, I will become personnel manager to a handful of employees. I am already the technical/task manager for a few of them, but will now also be responsible for approving time and conducting reviews as well.

I hope to be able to manage effectively, correct a few issues I have already seen, and reward/encourage all of the other things staff already do well. To that end, I would like to learn from others about what they see as the best way to give feedback to staff throughout the year, not just at the end of year. If possible I would also like to hear about the best way people have been able to leave themselves open to receiving feedback from the staff they manage as well. 

Thanks in advance.

Very soon, I will become personnel manager to a handful of employees. I am already the technical/task manager for a few of them, but will now also be responsible for approving time and conducting reviews as well.

I hope to be able to manage effectively, correct a few issues I have already seen, and reward/encourage all of the other things staff already do well. To that end, I would like to learn from others about what they see as the best way to give feedback to staff throughout the year, not just at the end of year. If possible I would also like to hear about the best way people have been able to leave themselves open to receiving feedback from the staff they manage as well. 

Thanks in advance.

Very soon, I will become personnel manager to a handful of employees. I am already the technical/task manager for a few of them, but will now also be responsible for approving time and conducting reviews as well.

I hope to be able to manage effectively, correct a few issues I have already seen, and reward/encourage all of the other things staff already do well. To that end, I would like to learn from others about what they see as the best way to give feedback to staff throughout the year, not just at the end of year. If possible I would also like to hear about the best way people have been able to leave themselves open to receiving feedback from the staff they manage as well. 

Thanks in advance.

Congratulations, Christopher on your assuming the new role of a manager. Hope, it would lead to the fulfillment of your ambition and aspiration.

• Also, as in the Leadership and Management – hope that the expectations of – to do things right – set by a leader – to do right things – would not fail you. In other words, the expectation entails that – a leader chooses the right from the wrong – while a manager manages and articulates that right scope to implement it – in a fashion that is cost-effective, timely and sound with minimal effects on the environment. As you know, this does not mean leaders and senior managers are isolated from each other – rather they belong to the same collaborative club of corporate hierarchy – infusing and sharing ideas and strategies together.

• Here is something more. Managerial transactional duties – while opening the door to different lucrative profitable pursuits – can often overwhelm and blunten the sharpness of scientific and engineering skills. Is it good or bad? There is no singularity of answers to this question.

Dilip

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Dr. Dilip K Barua, Ph.D

Website Links and Profile

Very soon, I will become personnel manager to a handful of employees. I am already the technical/task manager for a few of them, but will now also be responsible for approving time and conducting reviews as well.

I hope to be able to manage effectively, correct a few issues I have already seen, and reward/encourage all of the other things staff already do well. To that end, I would like to learn from others about what they see as the best way to give feedback to staff throughout the year, not just at the end of year. If possible I would also like to hear about the best way people have been able to leave themselves open to receiving feedback from the staff they manage as well. 

Thanks in advance.

Very soon, I will become personnel manager to a handful of employees. I am already the technical/task manager for a few of them, but will now also be responsible for approving time and conducting reviews as well.

I hope to be able to manage effectively, correct a few issues I have already seen, and reward/encourage all of the other things staff already do well. To that end, I would like to learn from others about what they see as the best way to give feedback to staff throughout the year, not just at the end of year. If possible I would also like to hear about the best way people have been able to leave themselves open to receiving feedback from the staff they manage as well. 

Thanks in advance.