Contrcutive feedback (DAPS 5)


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Contrcutive feedback (DAPS 5)

  1. 1. Constructive Feedback• Aims• Learner will understand the importance of giving and receiving constructive feedback• Learners will understand the effects off criticism on employees• Objectives• Learners will be able to give constructive feedback on a piece of media• Learners will give criticism on a piece of media• Learners will write an essay which details how to give and receive constructive feedback
  2. 2. Constructive Feedback• What is constrictive feedback?• Feedback is a private, confidential conversation, usually between two people• It is best done face-to-face, rather than at distance - by memo, letter, email or even telephone• The overall purpose is to be helpful not to criticise• The assumption is that all performance improvement or behaviour change starts with a person receiving information about what impact his / her behaviour has had on others
  3. 3. Constructive Feedback• What is constrictive feedback?• Is useful because it can help people perform and communicate more effectively• Is necessary when a person needs guidance as regards required behaviours or procedures• Is necessary as part of the process of either correcting performance or praising and recognising good performance• Is necessary for managers too, so that they can find out how their behaviour impacts on others
  4. 4. Constructive Feedback• Performance feedback can be given in two different ways:Contructive Feedback / Praise Criticism• Information-specific • Not specific / generic• Issue-focused • Doesn‘t focus on• Based on observation ‗issues‘• Positive feedback: when an • Limited observation employee is told they have • No information upon done something well which you can improve• Negative feedback: when an • Demoralising employee is told how they • Unproductive can improve
  5. 5. Content• Make sure you outline, what the feedback is about• Saves confusion• Understand the parameters of the feedback• Be specific• Deal with specific performances• Why does general feedback not help?
  6. 6. Manner• Be direct when delivering your message:• Don‘t beat around the bush! Why?• Avoid "need to" phrases:• This implies something that didnt go well…• Be sincere and avoid giving mixed messages:• Try not to use words like ‗however‘ or ‗ but‘• ―Josh you have worked hard on this essay but…‖ means the real point is the following negative• In positive feedback situations, express appreciation:• Appreciation is praise in itself• Added to a list of constructive feedback it becomes more sincere and meaningful
  7. 7. Manner• In negative feedback situations, express concern:• Communicates a sense of importance• Anger, frustration, disappointment, and sarcasm tend to thwart the message and turn attempts at negative feedback into criticism• Give the feedback person-to-person, not through messengers of technology:• Constructive feedback is verbal and informal.• This can be done only by talking live to the employee, either face-to-face — or by phone when you physically cant be together• State observations, not interpretations:• What are the differences? Why will this make a difference to the feedback?
  8. 8. Timing• When should you give feedback to someone?• ASAP – Why?• Once you have all the facts• Information• When you have had chance to reflect on the work• ASAR – As Soon As Reasonable• How often do you think employers should receive feedback?
  9. 9. Feedback Model Please STOP behaving / working like this ... because it is NOT HELPFUL to your colleagues / your work / the institution Please CONTINUE behaving / working like this... because it is H ELPFUL to your colleagues / your work / the institution Please START behaving / working like this ... because it will be HELPFUL to your colleagues / your work / the institution
  10. 10. Receiving Constructive Feedback• Make sure you fully understand the feedback:• If you don‘t, ask!• Get the feedback in writing:• This can be kept on record and referred to at any time.• Set out goals and performance improvement mechanisms• Don‘t just ignore feedback – it‘s used to improve your performance and usually given to you by people who know what they‘re doing.• If you disagree with feedback:• Ask exactly what was expected of you and figure out how things got lost in translation• What measures can you use to make sure you understand tasks?
  11. 11. Receiving Criticism• Do not get aggressive / upset / angry!• Working when emotional is not a good combination…• Ask directly, how you can improve for next time• If they don‘t tell you how to improve, ask them• If it is particularly cutting and unfair:• Who would you go to?• Unions?• HR• Higher management• VIDEO!
  12. 12. TASK!• Find two music video:• Video 1 – Criticise• Video 2 – Provide Constructive Feedback• Brief:• 500-word essay on how to give and receive constructive feedback