Giving effective feedback to teams is important to improve performance but often fails due to conflicting goals between managers and employees. Managers want to avoid conflict while improving performance, but employees want to avoid criticism and get help. Good feedback is clearly stated, regarded as accurate, accepted as fair, properly explored, and related to goals. Managers should give regular feedback in a prepared, problem-solving way while establishing goals and paying attention to timing, using positive language, specific behaviors, and active listening. Both managers and employees need to be open to feedback and persist in diagnosing problems to improve.

1. How (not) to give effective team feedback
David Patient
Jan 15, 2013

2. “Nobody likes performance reviews …. The
result. Everyone keeps quiet and says as little
as possible. That‟s unfortunate, because
most people need help figuring out how they
can improve their performance and advance
their careers.”

4. Why give feedback?
To improve individual and team
performance.

5. Does this sound familiar ...?
• More work
• Less time
• Less money
• Fewer people and resources
• More competition

6. Why teams don’t work
Research consistently shows that teams
underperform, despite all the extra resources they
have. That‟s because problems with coordination
and motivation typically chip away at the benefits of
collaboration.

7. Why give feedback
• To diagnose problems (accurate)
• To improve future behavior (specific)
• To reward past behavior (fair)

8. Does feedback work?
• To diagnose problems (accurate)
• To improve future behavior (specific)
• To reward past behavior (fair)
Often, no. Not at all.

9. You suck, okay?
Now get back to work.
Are you feeling motivated yet?

10. Conflicting goals
Manager
• Avoid conflict, maintain relationship
• Provide ways to improve
• Motivate employee
Employee
• Learn ways to improve
• Avoid criticism
• Obtain help from manager

11. Obstacles to feedback
• Not clearly stated
• Not regarded as accurate
• Not accepted as fair
• Not properly explored
• Not related to team goals, benefits, rewards
• Not seen as developmental

12. Overall approach
Take feedback seriously.
Give feedback regularly.
Prepare.
Problem solving focus.
Establish goals.

13. Pay attention to
Time and place.
Positive.
Simple language.
Specific behaviors.
Listen.

14. What do MANAGERS do?

15. What can you do differently?
Persist. Diagnose. Learn.

16. What else can you do?
Be open to feedback.
?

17. Thank you!
(and you don‟t suck)

18. The Lisbon MBA

19. The Lisbon MBA
International
• 12 months, full-time
• Collaboration with MIT
• 2-month „Action Learning‟

20. The Lisbon MBA Part-Time
• 2 years
• 1 international trip
• Possible exchange program

21. Where you can go
Alumni
International
Part Time

22. Important deadlines
• April 30 – Part-time
• May 5 – International (full-time)

23. Admission Requirements
• 3+ years of work experience
• University degree
• GMAT/GRE
• English fluency
• 2 references

24. More info:
• www.thelisbonmba.com
• TheLisbonMBA
• TheLisbonMBA
• TheLisbonMBA
• +351.213.822.720
• Sofia.Ribeiro@thelisbonmba.com

25. How (not) to give effective team feedback
David Patient
Jan 15, 2013