The majority of managers and employees, when being asked, agree that constant and on-going communication is the key for progressive and outstanding performance. However, we find the gap between expectation and exercise. While some employees look for more attention and constructive feedback from their managers, those managers believe that they have provided adequate attention and response to their subordinates. That type of expectation asymmetry is often not properly resolved if there is lack of mutual initiatives from both managers and employees to let one another aware of the situation.
Some kinds of feedback must be carefully planned while other kinds occur naturally. Most organizations have formal appraisal process so that managers could shares with employees regarding strengths, weaknesses and expectation for future performance. This type of annual review is very structured and well-documented. Effective managers frequently choose to have informal communication with employees on weekly basis or as needed. Personal understanding and individualized recognition are two great facilitator for informal interaction.