Rather than replacing face-to-face feedback, our goal with Impraise is to enhance the interactions already taking place in your organization. The most challenging task today is  for most people like managers is to have performance conversations. Others are difficult because you might need to share news about not being able to give the employee a promotion or role change despite great performance being demonstrated.www.iibmindia.in

Train feedback habits

Everyone is not comfortable sharing feedback. The trick is finding a feedback style that works for you. Impraise  means to train feedback behaviors by getting people comfortable with sharing and requesting it more frequently. When starting out for feedback, it can be extremely helpful  for you to have time to reflect and word it in just the right way, developing a  new method you’re comfortable with.

It is then stored in your personal dashboard so they can go back and review it at a later date. Once people see their feedback has been received positively and they’ve developed a style they’re comfortable with, it becomes easier to share it in person

Face to Face Communication Creates More Motivation

There is no denying the fact that speaking to someone in person can make it much easier to motivate them. By  writing a long winded message to employees tell them how much they do for the company, but is this will be more effective than walking up to them, smiling at them, and thanking them in person for their hard work? Employer should always contribute in motivating your team through electronic communication, there is no doubt that face to face interaction has a special relevance in this area.www.iibmindia.in

Develop your own feedback style

Every individual person needs to have his or her own feedback style that works for them to know. This style is developed as they conduct more and more conversations on performance management and realize what works for them and the person being appraised. Providing feedback is not an easy task. But when you find your own way of giving it, it becomes simpler to manage and much more effective. Some people prefer to keep it designed like an exchange of questions and answers. Others like to structure it in a way where the feedback is shared first and then the questions are discussed.