Five steps to giving feedback
 

Five steps to giving feedback

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Five steps to giving feedback Five steps to giving feedback Presentation Transcript

  • 5 Steps to Giving Feedback
  • by M ichael Papanek Interaction Associates, Inc.
  • Why is feedback important?
  • To make performance improvements Why is feedback important?
  • To make performance improvements To improve morale and engagement Why is feedback important?
  • To make performance improvements To improve morale and engagement To develop employees Why is feedback important?
  • So, why don’t more people give feedback?
  • Fear! That’s why.
  • Fear! fear of an emotional reaction fear of retaliation lack of a strategy for having the conversation.
  • drive-by feedback. a quick hit of why you are driving me crazy , then a quick escape. The Result:
  • On the receiving side, even employees who want to improve fear having to defend themselves, or agree to something they do not really believe.
  • What is the solution ?
  • As a leader , you must model the behavior yourself. This makes it safe for others.
  • Results Process Relationship Shared Responsibility For Success Accomplishment of the task or goal Method or approach for doing the work Rapport and satisfaction ©2007 Interaction Associates, Inc. Successful feedback must be focused on three key dimensions: results, process and relationship. The feedback must increase results , use a clear process and lead to enhanced, rather than diminished, relationships .
  • These five steps will help!
    • 1. Choose when to give the feedback.
    • 1. Choose when to give the feedback.
    Cool off, if angry. Give negative feedback in private. Give positive feedback immediately, and publicly.
    • 2. Describe the behavior in as objective language as possible and be specific .
    • 2. Describe the behavior in as objective language as possible and be specific .
    Words like bad attitude will not be understood, and will seem judgmental.
    • 3. State the impact of the behavior on you, the team, the goal, the customer.
    • 3. State the impact of the behavior on you, the team, the goal, the customer.
    This allows the receiver of the feedback to better understand why he or she should change , or at least consider the input .
    • 4. Make a suggestion or request.
    • 4. Make a suggestion or request.
    You may ask for a change in a behavior that is not working, to continue or do more of an effective behavior , or to simply understand your point of view.
    • 5. Lastly, check for understanding. Be open to alternative views.
    • 5. Lastly, check for understanding. Be open to alternative views.
    There may be relevant facts of which you are unaware. Avoid just dumping on the employee and damaging the relationship .
  • Interaction Associates, Inc. has been a global leader in performance improvement since 1969. Visit us at www.interactionassociates.com .