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Managing employee performance through effective feedback

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From a 40-minute breakout session for leaders on providing effective day-to-day feedback to employees.

Published in: Leadership & Management
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Managing employee performance through effective feedback

  1. 1. Managing Employee Performance through Effective Feedback June 16, 2016 Facilitated by Amy Castro, ICTS, 281.728.2248 Email: Amy_Castro@ICTSTexas.com Web: www.amy-castro.com
  2. 2. Why we need to provide regular feedback Helps people find the motivation to do their best Fix little problems before they become big ones Reinforces “good” behavior so it continues Help employees understand priorities Helps build employee loyalty & retention What else?
  3. 3. 9 Steps for Becoming a Feedback Hero The fine print: simple is not the same as easy
  4. 4. Step 1: Know When to Provide Feedback
  5. 5. Provide Feedback . . . Daily (Ideally) At least “regularly” On-the-spot Planned, scheduled sessions too
  6. 6. Step 2: Embrace the Why of Employee Feedback Coaching Dealing with Performance Problems
  7. 7. Step 3: Ensure employees have a chance to be successful • Are expectations clearly communicated? • Were there extenuating circumstances? • Are employees aware of the benefits of great performance? • Are there clear consequences for non-performance or poor performance?
  8. 8. Step 4: Listen actively!
  9. 9. What’s your listening style? Factual? Evaluative? Empathetic? 1. Employee complains about another employee’s performance. 2. Employee expresses concern about taking on an unfamiliar project. 3. Job candidate telling you about his qualifications
  10. 10. Step 5: Askwhen you know you could tell What could you do differently? Asking The next time, you should…. Telling What do you think the problem is? Asking The problem is, you didn’t… Telling
  11. 11. Open or Closed? • Do you think this is a good idea? • What did you think about Mary’s idea? • How do you think we could do a better job? • Are you saying you won’t help me? • How could we make better use of your talent? • You think you’re too good for this job, don’t you?
  12. 12. Step 6: Use nonverbal communication that reinforces your verbal message Facial expression Eye contact/movement Posture Hand gestures Movement Vocal qualities
  13. 13. Step 7: Provide SMART Feedback Share only what you know to be true Make comments specific and behavior-oriented Address only what the individual can control/change Remember to provide positive AND improvement feedback Time feedback appropriately
  14. 14. 1. Share exactly what the person did and/or said 2. Share how the behavior created positive results 3. Tie the behavior to a benefit Step 8: Provide Sincere Praise Early and Often
  15. 15. Step 9: Provide Performance Improvement Feedback Early and Often 1. Share the behavior you observed 2. Share the negative result 3. Ask/Tell how the situation could be handled differently next time 4. Praise the new plan of action or repeat #3 5. Tie the new behavior to future positive results
  16. 16. Get My FREE Mini eBook Go to www.Amy-Castro.com Wait for the pop-up Get your mini eBook--- Free! OR- leave me your name and email address and I’ll send it!
  17. 17. What questions do you have?

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