This document discusses the ingredients of effective feedback. It is divided into 6 units on topics like enhancing influence, optimizing team performance, and understanding personalities. The key points are that employees value constructive feedback more than positive feedback. For feedback to be effective, the person giving it must have the respect of the receiver. Timing, specificity, frequency, focusing on the future and avoiding confrontation are important guidelines. Leaders should communicate clear expectations and support their team to meet them.

1. Dr Tim Baker
tim@winnersatwork.com.au
www.winnersatwork.com.au
The Ingredients of
Effective Feedback

2. Unit 1—The Ingredients of
Effective Feedback
Unit 2—Enhancing Your
Personal Influence
Unit 3—Optimising Team
Performance
Unit 4—Getting the Very
Best from People
Unit 5—Understanding
People and their
Personalities
Unit 6—Facilitating Effective
Meetings

4. We need to give our people more
feedback!

6. Roughly by a three to one margin, employees
believe that constructive feedback does more to
improve their performance than positive feedback
The secret to having employees listen to your
feedback is whether or not they respect you.
Respect is earned, incredibly hard to get, and
requires authenticity.
You could have the
exact same thing said
by two different
people with two
completely different
effects.

7. 1. What are my expectations as the leader?
2. Have I communicated these expectations to my team?
3. Do my team understand my expectations?
4. Do my team members accept my expectations?
5. Are my team members committed to meeting those expectations?
6. Do my team members know how they are performing against those expectations?
7. Am I supporting my team members to achieve those expectations?

8. Timing

9. Specific

10. Make your feedback specific
“Overall good job on the
presentation at this
morning’s meeting. But it
could have been better.”
What is wrong with this
feedback?
“Great job on the presentation!
I really like how you used
statistics to back up your key
points.
One small comment: Maybe for
next time would be to invite
more comments from the group
to get them more involved.”

11. Frequency

12. Questions

13. Privacy

14. Critical Incidents

15. Focus on the future

16. Avoid
confrontation
& argument
Emphasis
strengths as
well as
weaknesses
Seek out
the causes

17. Guidelines for
Conversations
on Poor
Performance

18. Give positive
feedback three times
a day for a week.

19. Unit 1—The Ingredients of
Effective Feedback
Unit 2—Enhancing Your
Personal Influence
Unit 3—Optimising Team
Performance
Unit 4—Getting the Very
Best from People
Unit 5—Understanding
People and their
Personalities
Unit 6—Facilitating Effective
Meetings