Published on September 5, 2007
Slide 1: 5 Steps to Giving Feedback Slide 2: Why is feedback important? Slide 3: To make performance improvements Why is feedback important? Slide 4: To make performance improvements To improve morale and engagement Why is feedback important? Slide 5: To make performance improvements To improve morale and engagement To develop employees Why is feedback important? Slide 6: So, why don’t more people give feedback? Slide 7: Fear! That’s why. Slide 8: Fear! fear of an emotional reaction fear of retaliation lack of a strategy for having the conversation. Slide 9: drive-by feedback. a quick hit of why you are driving me crazy, then a quick escape. The Result: Slide 10: On the receiving side, even employees who want to improve fear having to defend themselves, or agree to something they do not really believe. Slide 11: What is the solution? Slide 12: As a leader, you must model the behavior yourself. This makes it safe for others. Slide 13: Results Process Relationship Shared Responsibility For Success Accomplishment of the task or goal Method or approachfor doing the work Rapport and satisfaction ©2007 Interaction Associates, Inc. Successful feedback must be focused on three key dimensions: results, process and relationship. The feedback must increase results, use a clear process and lead to enhanced, rather than diminished, relationships. Slide 14: These five steps will help! Slide 15: 1. Choose when to give the feedback. Slide 16: 1. Choose when to give the feedback. Cool off, if angry. Give negative feedback in private. Give positive feedback immediately, and publicly. Slide 17: 2. Describe the behavior in as objective language as possible and be specific. Slide 18: 2. Describe the behavior in as objective language as possible and be specific. Words like bad attitude will not be understood, and will seem judgmental. Slide 19: 3. State the impact of the behavior on you, the team, the goal, the customer. Slide 20: 3. State the impact of the behavior on you, the team, the goal, the customer. This allows the receiver of the feedback to better understand why he or she should change, or at least consider the input. Slide 21: 4. Make a suggestion or request. Slide 22: 4. Make a suggestion or request. You may ask for a change in a behavior that is not working, to continue or do more of an effective behavior, or to simply understand your point of view. Slide 23: 5. Lastly, check for understanding. Be open to alternative views. Slide 24: 5. Lastly, check for understanding. Be open to alternative views. There may be relevant facts of which you are unaware. Avoid just dumping on the employee and damaging the relationship.