Five steps to giving feedback

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Five steps to giving feedback

  1. 1. 5 Steps to Giving Feedback
  2. 2. by M ichael Papanek Interaction Associates, Inc.
  3. 3. Why is feedback important?
  4. 4. To make performance improvements Why is feedback important?
  5. 5. To make performance improvements To improve morale and engagement Why is feedback important?
  6. 6. To make performance improvements To improve morale and engagement To develop employees Why is feedback important?
  7. 7. So, why don’t more people give feedback?
  8. 8. Fear! That’s why.
  9. 9. Fear! fear of an emotional reaction fear of retaliation lack of a strategy for having the conversation.
  10. 10. drive-by feedback. a quick hit of why you are driving me crazy , then a quick escape. The Result:
  11. 11. On the receiving side, even employees who want to improve fear having to defend themselves, or agree to something they do not really believe.
  12. 12. What is the solution ?
  13. 13. As a leader , you must model the behavior yourself. This makes it safe for others.
  14. 14. 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 .
  15. 15. These five steps will help!
  16. 16. <ul><li>1. Choose when to give the feedback. </li></ul>
  17. 17. <ul><li>1. Choose when to give the feedback. </li></ul>Cool off, if angry. Give negative feedback in private. Give positive feedback immediately, and publicly.
  18. 18. <ul><li>2. Describe the behavior in as objective language as possible and be specific . </li></ul>
  19. 19. <ul><li>2. Describe the behavior in as objective language as possible and be specific . </li></ul>Words like bad attitude will not be understood, and will seem judgmental.
  20. 20. <ul><li>3. State the impact of the behavior on you, the team, the goal, the customer. </li></ul>
  21. 21. <ul><li>3. State the impact of the behavior on you, the team, the goal, the customer. </li></ul>This allows the receiver of the feedback to better understand why he or she should change , or at least consider the input .
  22. 22. <ul><li>4. Make a suggestion or request. </li></ul>
  23. 23. <ul><li>4. Make a suggestion or request. </li></ul>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.
  24. 24. <ul><li>5. Lastly, check for understanding. Be open to alternative views. </li></ul>
  25. 25. <ul><li>5. Lastly, check for understanding. Be open to alternative views. </li></ul>There may be relevant facts of which you are unaware. Avoid just dumping on the employee and damaging the relationship .
  26. 26. Interaction Associates, Inc. has been a global leader in performance improvement since 1969. Visit us at www.interactionassociates.com .

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