The only purpose of giving feedback isto improve someone’s performance in the future The Future NEXT EXIT
Too often supervisors and managers focus on the past. They don’t know how to give feedback to change performance or behaviour. As a result, they avoid givingfeedback to people they work with. Why does it happen?
People see feedback as criticismCriticism creates harsh feeling between managers and employees You’re doing it wrong
Results?Employees may not know when there is a problem or if they need to improve their work I don’t know why my manager is mad at me. Am I doing something wrong?
So, what is your purposewhen you give feedback?
You don’t want to dig into past actions You want to use pastand current actions to develop a plan toimprove performance in the future
Feedback can reinforce goodperformance or behaviours Viviana, I like the way your incorporated the charts into the report to show the differences between expenses for the last two months. Now it is easier to read and follow the changes.
!! Feedback can reframe corrections so a specific behaviour or skill can be changed in the future John, when you talk to clients, make sure you acknowledge their needs before you offer a product.
How to give constructive feedback
Step 1: Describe the behaviour orperformance you want to correct or praiseThink about:What happened?When and where did it occur?Who was involved?How did it affect others and our business?
Step 2: Describe the impact of this performance or behaviour on others Prepare for a discussion “When you do that, this is what happens”
Step 3: Clarify your expectation ofhis/her performance or behaviourIdentify and describe the result that you hopethis redirection will produceIdentify what kind of actions you want to see
step 4: stop talking, listen After you tell the employee what recent actions were inappropriate or need improvement and why, give the other person the chance to respond listen to what they have to say while you are listening, think if: they understood they have an explanation they recognize the problem
step 5: together, develop aplan for future actionPrepare for a discussionDevelop a plan in order to measure the improvement of a behaviour or performance.Schedule a follow up meeting
step 6: Thank the employee forlistening to your feedback!