This document provides guidance for conducting effective feedback meetings. It recommends preparing by setting objectives, determining if the meeting is developmental or evaluative, and having the recipient reflect on their strengths and weaknesses. When giving feedback, emphasize positives and examples, and relate feedback to job responsibilities. Feedback recipients should listen without getting defensive, see it as a learning opportunity, clarify understanding, and discuss action plans for improvement.

1. me@JoaquinRoca.com Feedback Meetings
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JR Joaquín Roca
Preparation for Feedback Meetings
 Set the tone
o What are your opening statements?
o What are the objectives for the meeting?
 Is the meeting developmental or evaluative?
 Ask the recipient to reflect on their strengths and weaknesses
Giving Feedback
 Emphasize description and appreciation
 Focus on observed behaviors and provide examples
 Criticism should not be avoided if it is specific and focused on behavior
 Relate feedback to the recipient’s job
 Follow-up and reward changes in behavior
Action Planning
 SMART goals: Specific, Measurable, Attainable, Realistic, and Time-bound
 Difficult goals improve performance as long they are attainable
Getting feedback
 Listen carefully and avoid being defensive
 Think of the feedback as a learning opportunity
 Paraphrase what you hear to check for understanding
 Ask for clarification and examples
 Compare this feedback to other feedback you have received to identify patterns and themes
 Discuss action plans to create meaningful change
 Seek follow-up feedback on whether changes have occurred