This document contains information from a presentation on giving feedback. It discusses who should give feedback, why it's important, and the differences between constructive feedback and praise/criticism. It outlines best practices for the content, manner, timing, and frequency of feedback. Specifically, it recommends feedback be specific, focused on observations rather than opinions, respectful, timely, and provided on a regular basis. The presentation was given by Joanne Vose of The Business Springboard training company.

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Business Savvy, Training Know How
Giving Feedback
2 July 2014
Joanne Vose
© The Business Springboard Limited 2014
Business Savvy, Training Know How

4. w: www.thebusinessspringboard.co.uk
t: 0113 2089922
Business Savvy, Training Know How
About Your Presenter
Joanne holds an MA in Human Resource Management, is a fully qualified
Member of the Chartered Institute of Personnel & Development and is a
qualified NLP Practitioner. With considerable experience in people
management and training interventions, Joanne’s consultancy and training
is valued by her clients for her practical and business orientated approach,
providing a complete people management solution to support
organisational goals.
Joanne delivers a number of modules for The Business Springboard,
including The 4D Manager and the Leadership & Management
Development Programme, both of which are recognised for progression to
further education.

5. w: www.thebusinessspringboard.co.uk
t: 0113 2089922
Business Savvy, Training Know How
Disclaimer & Copyright
These materials are designed solely for the use of participants
on our courses. These materials shall not be copied or
reproduced in any format whatsoever without the prior
consent of The Business Springboard Limited.
The content of these materials does not constitute advice
tailored to any participant’s specific needs and to the
maximum extent permitted by applicable law, The Business
Springboard or any of its employees or associates shall not be
held liable for any direct, indirect or consequential loss or
damage arising as a result of use of these materials.

6. w: www.thebusinessspringboard.co.uk
t: 0113 2089922
Business Savvy, Training Know How
Welcome
 Who should give feedback?
 Why give feedback?
 Difference between constructive feedback and praise &
criticism
 Types of feedback
 Content, manner, timing & frequency
 Questions & Answers

7. w: www.thebusinessspringboard.co.uk
t: 0113 2089922
Business Savvy, Training Know How
Why Feedback?
 What is it we want to achieve?
 Does it really make a difference?
 Barriers:
 ‘I’m too busy!’
 ‘She know’s she’s doing a good job’
 ‘If I pull him up on that he’ll be worse for the
rest of the week’
 ‘It’s a petty little thing so I’ll leave it for now’

8. w: www.thebusinessspringboard.co.uk
t: 0113 2089922
Business Savvy, Training Know How
Constructive Feedback
 Constructive feedback is information-
specific, issue-focused, and based on
observations.
 Praise and criticism are both personal
judgments about a performance effort or
outcome
 Information given is general and vague,
focused on the person, and based on
opinions or feelings.

9. w: www.thebusinessspringboard.co.uk
t: 0113 2089922
Business Savvy, Training Know How
2 Types of Feedback
 Positive feedback is news or input to an
employee about an effort well done
 Negative feedback is news to an employee
about an effort that needs improvement.
 doesn't mean a terrible performance,
 a performance in which the outcomes delivered
should be better
 So negative is not a negative word in this case

10. w: www.thebusinessspringboard.co.uk
t: 0113 2089922
Business Savvy, Training Know How
Giving Constructive Feedback
 The guidelines for giving constructive
feedback fall into four categories:
 Content
 Manner
 Timing
 Frequency

11. w: www.thebusinessspringboard.co.uk
t: 0113 2089922
Business Savvy, Training Know How
Content
 What you say in the constructive
feedback.
 In your first sentence, identify the topic or
issue that the feedback will be about.
 Provide the specifics of what occurred.
 Without the specifics, you only have praise
or criticism.
This is Key!

12. w: www.thebusinessspringboard.co.uk
t: 0113 2089922
Business Savvy, Training Know How
Manner
 How you say the constructive feedback
 Carries more weight than what you say
 Be direct
 Avoid ‘need to’ phrases
 Be sincere & avoid giving mixed messages
 In positive feedback sessions, express appreciation
 In negative situation express concern
 Give feedback person-to-person
 State observations not interpretations
Beware – Bullying risk!

13. w: www.thebusinessspringboard.co.uk
t: 0113 2089922
Business Savvy, Training Know How
Timing
 When do you give an employee feedback
for a performance effort worth
acknowledging?
 ASAP - feedback should be given in real-
time, as close as possible to when the
performance incident occurs
 The events are fresh in everyone's minds.
 If not, the value of the constructive feedback
is lessened

14. w: www.thebusinessspringboard.co.uk
t: 0113 2089922
Business Savvy, Training Know How
Frequency
 How often should feedback be given?
 regularly to acknowledge real performance
 don't acknowledge how they are performing
only once or twice a year
 keep notes on the performance feedback
 Don’t rely on your memory!

15. w: www.thebusinessspringboard.co.uk
t: 0113 2089922
Business Savvy, Training Know How
Questions & Answers

16. w: www.thebusinessspringboard.co.uk
t: 0113 2089922
Business Savvy, Training Know How
Inspiring training & development for
real business results
• bespoke in-house training
• off-the-shelf workshops
• seminars and webinars
• business mentoring
•The 4D Manager
•marketing & PR
• finance
• people
• customer service
• leadership & management
www.thebusinessspringboard.co.uk

17. w: www.thebusinessspringboard.co.uk
t: 0113 2089922
Business Savvy, Training Know How
Want to Know More?
Following the successes of our in-house programmes,
The Business Springboard is currently running a serious
of ‘Pop Up’ training courses, designed to give a focused,
bite sized training session to develop managers in key
areas:
 Small groups to allow individual mentoring and action planning
 Half day courses
 Making real changes by enhancing management skill sets
 Topics include Managing Performance, Giving Feedback,
Interview Sills and Attendance Management
 Next dates in Yorkshire –
 Managing Performance – 3rd September 2014
 Giving Feedback – 10th September 2014

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