Great opportunity for mentorship and personal development
Get into groups of 4-5
Think of an effective way to give feedback to a peer – Be creative!
Think of a time when you received feedback from a peer
Was this feedback effective? Why or why not?
Supervisee to Supervisor Feedback
The scariest quadrant of all!
How do you tell your boss what you really think?
Be honest – but ALWAYS constructive
Again, consider the person you are giving the feedback to
Remember, this can make your working environment infinitely better
Feedback Role play
Get into partners
Imagine you are asked to give some “not-so good” feedback to a supervisor
How would you go about this?
Using the scenario in your handout, role play this situation with your partner
Time – 5 minutes
Supervisor to Supervisee Feedback
Look to get the best out of your team members
Set SMART goals
S – Specific
M – Measurable
A – Attainable
R – Relevant
T – Time Limited
Forces you to motivate yourself
A good kick in the pants, if you will
Be honest and accurate
A way to measure and realize your goals
Sometimes the most useful of all!
The Impact of Simple, Easy Recognition
Never underestimate the power of recognition
As cheap or as expensive as you want
Formal or informal
Private or public?
Ideas for Recognition
Pat on the back
Bulletin board of fame
Two stars and a wish
Golden banana award
Decorate their work space
Do their least favorite task for the day
One Minute Praising
Step 1: Tell people up front that you will be giving them feedback
Step 2: Praise people immediately
Step 3: Tell people what they are doing right – be specific
Step 4: Tell people how good you feel about what they did right and how it helps the organization and their peers
Step 5: Encourage them to do more of the same!
(K. Blanchard & S. Johnson - Adapted from The One Minute Manager )
The Feedback Sandwich
Place a constructive comment between two positive reinforcing comments
A Good – Bad – Good sandwich
This helps maintain morale and keeps the conversation positive
Consequences of Not Giving Effective Feedback
Let’s take a look at some typical examples of what goes on in work environments when managers don’t give good feedback.
Example #1: John has been working at his new job for one month. On his first day at work, Wilma, his boss, showed him what to do and got him started on a project. Since then, Wilma has communicated with him mostly through voice mail and e-mail. She walks past his cubicle and says hello a few times each day, but there hasn’t been much other communication. John is assuming he is doing his job properly, but he really isn’t sure.
There is no feedback here. John has no idea whether he is doing his job properly.
Wilma should have given John a detailed job description on the first day. She should have gone over his first project as soon as he finished it, making certain he understood the task and completed it properly. She also should have checked in with him regularly to make certain he was doing his job correctly and to see whether he had any questions.
Stella works in an office. Yesterday, she spent several hours filing a huge stack of folders that her boss had given her in the morning. When she got to work today, her boss came over to her desk and yelled, “Stella! You did those files all wrong! Don’t you listen?” He said it so loudly that Stella’s three office mates turned toward her in shock. He went back into his office and slammed the door.
This manager’s behavior is abusive. It lowers her self-esteem and frightens her coworkers. An atmosphere of fear also lowers productivity and encourages sabotage and turnover.
He should have delivered the feedback calmly and in private. He should also have asked her for her understanding of the task; perhaps there was a reason for it being done the way it was. Third, he should have been specific about what she did wrong.
Angela asked Steve, her assistant, to call a list of 20 clients and set up phone interviews for next Thursday and Friday (the 20th and 21st). She provided Steve with an updated list of phone numbers and told him the hours she would be available to speak with the clients. When Angela came back from lunch today, Steve had left a list of interviews on her desk. He has set them up for this Thursday and Friday (the 13th and 14th). He also has written, next to four of the clients’ names, “wrong phone number.” As she picks up the phone to reschedule the first client, she says to herself, “See, you just can’t get good help these days.”
As far as we can tell, there was no feedback to this employee.
Employees have a hard time learning if they are not given feedback. This manager should have talked to Steve calmly and in private. She should also have asked Steve what he understood the task to be and why he scheduled the interviews for the wrong dates. Finally, she should have asked Steve to reschedule the calls for the correct dates.
Steps for Giving Feedback
The five simple steps are:
Describe the situation.
Ask the employee for his or her view of the situation.
Come to an understanding of the situation.
Develop an action plan to resolve the situation.
Agree to follow up later to make certain the situation has been resolved.
Let’s use the third example above to illustrate how this might look.
1. Describe the situation. “Steve, these appointments are all scheduled for the 13th and 14th. I asked you to schedule them for the 20th and 21st.”
2. Ask the employee for his or her view of the situation. “Tell me, what was your understanding of what I asked you to do?”
3. Come to an understanding of the situation. “So you just misunderstood what I wanted. I had written the dates in my note to you, but you didn’t read it thoroughly before you started making the calls.”
4. Develop an action plan to resolve the situation. “I would like you to re-schedule all of these appointments before 5:00 today. What will it take for you to do that?”
5. Agree to follow up later to make certain the situation has been resolved. “I’ll check in with you at 4:30 to see how you are doing with this.” At 4:30, stop by Steve’s desk and ask, “How are you doing on your
Keep personal needs and feelings out
Monitor your reactions
Do not overload
Time your feedback appropriately
Summary for Effective Feedback:
Find opportunities for giving feedback that is timely and ongoing
Give frequent and specific feedback
Provide reinforcing and corrective feedback
Involve learner in self-assessment and reaction to feedback
Develop an action plan on improving future performance in regards to knowledge, skills and attitudes.