Chivas Performance Guidelines v.Jun 2018

3. Looking Back Meeting cont.

Stakeholder Feedback cont.

Can feedback be sought for all employees?

Yes – as our performance management process assesses all employees in the same way – “what we do and “how” we do it – feedback can and should be sought for all employees.

What if you are unable to provide feedback for an employee?

In this instance the form should be returned to the Line Manager as quickly as possible, explaining the reason why you are unable to provide feedback. This could be for reasons such as a) you do not have enough knowledge about the employee to comment meaningfully this year b) you are already committed to complete feedback for a number of other employees c) you have insufficient time to complete this feedback. It is our intention to encourage open and honest feedback across the business. Anyone who agrees to provide feedback on an employee’s performance/behaviour should do so in the knowledge that the feedback will be shared with the individual. For feedback to be meaningful, examples to support perception should be given, therefore it is unlikely that complete confidentiality could be assured without reducing the quality of the feedback. Do Line Managers have to use the feedback template; can you give verbal feedback or send an email? All feedback is acceptable providing it is linked to the employee’s performance/behaviour and can be justified. Please ensure you agree with the Line Manager when giving feedback that you intend for it to be used in the performance process. It is preferable to provide this in written form – the use of the template can provide a framework. Will the feedback you provide be confidential?

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