What type of performance feedback should Associates receive?

Associates should receive both verbal feedback regularly and written evaluations annually because this approach fosters a culture of continuous development and improvement. Regular verbal feedback allows for immediate recognition of strengths and areas for improvement, making it easier for associates to adjust their performance in real-time. This ongoing dialogue helps create a supportive environment where employees feel valued and more engaged in their roles.

Written evaluations conducted annually serve to summarize the year’s performance, ensuring that associates have a clear understanding of their progress and the expectations moving forward. Combining these two forms of feedback provides a comprehensive view of performance and encourages positive growth, making it easier for associates to set and achieve professional goals.

In contrast, relying solely on written evaluations at year-end misses the opportunity for timely corrections and encouragement. Focusing solely on sales figures can provide an incomplete picture of an associate's contributions, as various factors impact performance that may not be reflected in numbers. Lastly, only providing feedback during pleasant interactions is not constructive, as it can lead to unrealistic perceptions of performance and lack of clarity about areas needing improvement.