Here's how you can mitigate the risks of not providing regular feedback and evaluation in Team Facilitation.

Remember, feedback is a two-way street. It’s not just about providing feedback to your team members, but also about being open to receiving feedback from them. This can help you improve your leadership skills and build a stronger team The strategies to mitigate risks are: 1. Ensure that there are clear and open lines of communication within the team. 2. Communicate the team’s goals, individual roles, and expectations. 3. Encourage team members to give and receive feedback regularly. T 4. Regular training and development opportunities can help team members improve their skills and performance.

Predetermined criteria and quantifiable objectives are ideal but we often find ourselves shooting at a moving target. In my experience, this is the case in startup environments where a certain agility is almost necessary. In these cases, I find that communicating an overarching purpose, corporate values and a higher than expected access to financials/ company performance metrics can help employees understand their role, impact and the reasons why the targets seem to change so frequently - in turn contributing to buy in and motivation.

Continuous dialogue is necessary not only where formal feedback is absent and should be the status quo. However, even though this may keep the team going in the short term, this itself should not be accepted as a substitute for formal evaluation and feedback. The goal should always be to move towards a workload and access to data that would enable formal evaluation to be the norm. The age-old “we’re just too busy” or “it’s just not easy to pull the numbers” are symptoms of a failing corporate environment- when one will inevitably see high employee turnover before long.

I already hear the collective groan at the buzzword I’m about to hurl…but let’s keep actions SMART. Too often I’ve seen beautiful action plans prepared, only to have them collect dust. Think of ways to be certain that the discussed actions are indeed taking place and have the desired effect; be ready to “fail fast” and change the plan if this is not the case.

I’m pretty sure we would all love to have routine, frequent feedback delivered in just the right way. Has this always been possible? In my experience, nope. However, instead of accepting this as a reality and moving to mitigate, let’s target the root causes. In my current role, AI is being creatively and intelligently used to relieve managers of time drains, thereby creating the precious time needed for preparing and delivering consistent, objective feedback and evaluations to our team. Remove the excuses, and we have nothing to mitigate!

Feedbacks may not be necessarily given directly, At times Observing and deliberately keeping silence yet expressing through body languages with trigger many thoughts in team providing them in self assessment, At times direct Feedbacks can create dual effects if not conceited in true spirit