Giving Feedback

The only purpose of giving feedback is

to improve someone’s performance in the future

The FutureNEXT EXIT

Too often supervisors and managers focus on the past. They don’t know

how to give feedback to change performance or behaviour.

As a result, they avoid giving feedback to people they work with.

Why does it happen?

People see feedback as criticism Criticism creates harsh feeling between

managers and employees

You’re doing it wrong

Results?Employees may not know when there is a problem

or if they need to improve their work

I don’t know why my manager is mad at me. Am I doing something

wrong?

So, what is your purpose when you give feedback?

You don’t want to dig into past actions

You want to use past and current actions to

develop a plan to improve performance in

the future

Feedback can reinforce good performance or behaviours

Viviana, I like the way your incorporated the charts into the report to show the differences

between expenses for the last two months. Now it is easier to read and

follow the changes.

!!

Feedback can reframe corrections so a specific behaviour or skill can be

changed in the future

John, when you talk to clients, make sure you

acknowledge their needs before you offer a

product.

How to give constructive feedback

Step  1:  Describe  the  behaviour  or

performance  you  want  to  correct  

or  praise

Think  about:

What  happened?

When  and  where  did  it  occur?

Who  was  involved?

How  did  it  affect  others  and  our  business?

Step  2:  Describe  the  impactof  this  performance  or

behaviour    on  othersPrepare  for  a  discussion

“When  you  do  that,this  is  what  happens”

Step  3:  Clarify  your  expectation  ofhis/her  performance  or  behaviourIdentify  and  describe  the  result  that  you  hopethis  redirection  will  produce

Identify  what  kind  of  actions  you  want  to  see

step  4:  stop  talking,  listenAfter  you  tell  the  employee    what  

recent  actions  were  inappropriate  or  need  improvement  and  why,  give  the  other  person  the  chance  to  respond

listen  to  what  they  have  to  saywhile  you  are  listening,  think  if:

they  understoodthey  have  an  explanation

they  recognize  the  problem

step  5:  together,  develop  aplan  for  future  action

Prepare  for  a  discussionDevelop  a  plan  in  order  to  measure  the  improvement  of  a  behaviour  or  performance.

Schedule  a  follow  up  meeting

step  6:  Thank  the  employee  forlistening  to  your  feedback!