Once performance objectives and standards are established, you should observe an employee’s performance and check-in with them regularly, providing feedback. You have a responsibility to recognize and reinforce strong performance by an employee, and identify and encourage improvement where it is needed.
Some types of jobs and responsibilities have built-in feedback. In these jobs the knowledge of the results comes from work activity itself, such as when an electrician repairs a broken switch and it begins to work, when a development officer in charge of a capital campaign begins to receive donations, or when a SAO successfully helps a student through a difficult process.
This kind of feedback is very effective because it is immediate. However, even jobs with immediate feedback can benefit from external feedback, since it contributes to an employee’s overall knowledge of their results and work.
As a manager, you are most likely providing informal feedback almost every day. By observing and providing detailed feedback, you play a critical role in the employee's continued success and motivation to meet performance expectations.