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High Performing Cultures Thrive
with Bonusly! Ready to see how?
www.bonusly.com
Erin Daruszka
Christine Mathews
Consulting
Connect with
us!
Nakisha Dixon
Vercara
What is one of the best
pieces of feedback
you have ever
received?
Erin Daruszka
Sr. People Business
Partner
Christine Mathews
Consulting
Today’s Speakers
Nakisha Dixon
Vice President, Human
Resources
Vercara
Unlocking
Employee Potential
with the Power of
Continuous
Feedback
How can we approach feedback with a
more open mind and effectively communicate
when we disagree?
1. Poise
Poise is about holding feedbackwith neutralityandgrace in the
momentyou receiveit.
1. Process
Keep an open mind andknow thattensionmaynot equateto
disagreementwith thefeedback.
1. Positionality
Consider thefeedback provider’s motives,position, andintent.
1. Percolate
Now run thefeedback you receivedthrougha simple decision tree
— a methodto bring consistencyandstructureto your decision-
makingprocess.
1. Proceed
Rollingout thefeedback all at once usuallyisn’tthe best way.
1. Perspective
Perspectiveis about askingthose who you respect andwho have
seenyour newperformance whattheythinkof it
*source: Harvard Business Review
6 Ps for processing feedback
better
How can manager’s structure clear,
actionable feedback tailored to different
personalities?
● Continuous
● Future-facing
● Effective coaching,training,& tools
● Balanced
● Objectiveand fair
● Clear
● 360°
● The right time with appropriate
context
● Emotionalintelligence
9 ingredients of effective feedback
How can a culture of continuous
feedback improve employee engagement
and development?
With traditionalperformancereviews, only 21%
of employees feel like their performance
metrics are within their control.
Moreover,when surveyed, 96% of employees
said they wanted timely feedback.
By enabling a culture of continuousfeedback,
employees get helpful and future-facing
feedback that they are empowered to
implement immediately.
Empower your team!
What are some common roadblocks to
implementing continuous feedback, and how
can we overcome them?
How can we encourage a "two-way street"
for feedback between managers and
employees?
● Ensure it is immediate
● Highlight strengths before
addressing areas for
improvement
● Direct on what can be improved
● Recognize when notice
improvements
● Not done once per year or as a
surprise to the recipient
For the feedback giver:
● Give yourself grace
● When given properly, should be
motivating because it is:
○ Digestible
○ Straightforward
○ Implementable
● Take control of own growth and
decide how to implement the
behavior change
For the feedback
receiver:
How can feedback be used to help
employees grow their careers within the
organization?
Here’s how consistent feedback (both positive and constructive) can impact your team:
According to
Gallup, “employees
are 3.6 times more
likely to strongly
agree that they are
motivated to do
outstanding work
when their manager
provides daily (vs.
annual) feedback.”
Improve
motivation &
performance
When employees
are regularly
recognized for their
contributions and
reminded of their
value, they feel
safer to take risks
and learn from
mistakes.
Increase
psychological
safety
By enabling a
culture of
continuous
feedback,
employees get
helpful and future-
facing feedback
that they are
empowered to
implement
immediately.
Empowers
employees
Public recognition
programs highlight
accomplishments
and wins, helping
teams feel aligned
in their purpose and
priorities.
Strengthen
connections
How can HR leaders support managers
in developing their feedback skills?
Improve Talent Development With the SBI Feedback Model
Teach your leaders how to give feedback regularlyand well , and help them to hold effective
feedback conversationswith employees. When feedback is given consistentlyand well,
managersestablish and strengthentrust.
Unlocking Employee Potential with the Power of Continuous Feedback

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Unlocking Employee Potential with the Power of Continuous Feedback

  • 1.
  • 2. High Performing Cultures Thrive with Bonusly! Ready to see how? www.bonusly.com Erin Daruszka Christine Mathews Consulting Connect with us! Nakisha Dixon Vercara
  • 3.
  • 4.
  • 5. What is one of the best pieces of feedback you have ever received? Erin Daruszka Sr. People Business Partner Christine Mathews Consulting Today’s Speakers Nakisha Dixon Vice President, Human Resources Vercara
  • 6. Unlocking Employee Potential with the Power of Continuous Feedback
  • 7. How can we approach feedback with a more open mind and effectively communicate when we disagree?
  • 8. 1. Poise Poise is about holding feedbackwith neutralityandgrace in the momentyou receiveit. 1. Process Keep an open mind andknow thattensionmaynot equateto disagreementwith thefeedback. 1. Positionality Consider thefeedback provider’s motives,position, andintent. 1. Percolate Now run thefeedback you receivedthrougha simple decision tree — a methodto bring consistencyandstructureto your decision- makingprocess. 1. Proceed Rollingout thefeedback all at once usuallyisn’tthe best way. 1. Perspective Perspectiveis about askingthose who you respect andwho have seenyour newperformance whattheythinkof it *source: Harvard Business Review 6 Ps for processing feedback better
  • 9. How can manager’s structure clear, actionable feedback tailored to different personalities?
  • 10. ● Continuous ● Future-facing ● Effective coaching,training,& tools ● Balanced ● Objectiveand fair ● Clear ● 360° ● The right time with appropriate context ● Emotionalintelligence 9 ingredients of effective feedback
  • 11. How can a culture of continuous feedback improve employee engagement and development?
  • 12. With traditionalperformancereviews, only 21% of employees feel like their performance metrics are within their control. Moreover,when surveyed, 96% of employees said they wanted timely feedback. By enabling a culture of continuousfeedback, employees get helpful and future-facing feedback that they are empowered to implement immediately. Empower your team!
  • 13. What are some common roadblocks to implementing continuous feedback, and how can we overcome them?
  • 14.
  • 15. How can we encourage a "two-way street" for feedback between managers and employees?
  • 16. ● Ensure it is immediate ● Highlight strengths before addressing areas for improvement ● Direct on what can be improved ● Recognize when notice improvements ● Not done once per year or as a surprise to the recipient For the feedback giver: ● Give yourself grace ● When given properly, should be motivating because it is: ○ Digestible ○ Straightforward ○ Implementable ● Take control of own growth and decide how to implement the behavior change For the feedback receiver:
  • 17. How can feedback be used to help employees grow their careers within the organization?
  • 18. Here’s how consistent feedback (both positive and constructive) can impact your team: According to Gallup, “employees are 3.6 times more likely to strongly agree that they are motivated to do outstanding work when their manager provides daily (vs. annual) feedback.” Improve motivation & performance When employees are regularly recognized for their contributions and reminded of their value, they feel safer to take risks and learn from mistakes. Increase psychological safety By enabling a culture of continuous feedback, employees get helpful and future- facing feedback that they are empowered to implement immediately. Empowers employees Public recognition programs highlight accomplishments and wins, helping teams feel aligned in their purpose and priorities. Strengthen connections
  • 19. How can HR leaders support managers in developing their feedback skills?
  • 20. Improve Talent Development With the SBI Feedback Model Teach your leaders how to give feedback regularlyand well , and help them to hold effective feedback conversationswith employees. When feedback is given consistentlyand well, managersestablish and strengthentrust.