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Giving Feedback

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  • 1. GivingFeedback
  • 2. The only purpose of giving feedback isto improve someone’s performance in the future The Future NEXT EXIT
  • 3. 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?
  • 4. People see feedback as criticismCriticism creates harsh feeling between managers and employees You’re doing it wrong
  • 5. 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?
  • 6. So, what is your purposewhen you give feedback?
  • 7. 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
  • 8. 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.
  • 9. !! 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.
  • 10. How to give constructive feedback
  • 11. 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?
  • 12. Step  2:  Describe  the  impact of  this  performance  or behaviour    on  others Prepare  for  a  discussion “When  you  do  that, this  is  what  happens”
  • 13. 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
  • 14. 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
  • 15. 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
  • 16. step  6:  Thank  the  employee  forlistening  to  your  feedback!