webinar: giving feedback
TRANSCRIPT
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Giving Feedback
By: Joanne Vose
On: 11th March 2015 @ 13:00
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Giving Feedback
11 March 2015
Joanne Vose
© The Business Springboard Limited 2014
Business Savvy, Training Know How
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About Your Presenter
Joanne holds an MA in Human Resource Management, is a fully qualified Member of the Chartered Institute of Personnel & Development and is a qualified NLP Practitioner. With considerable experience in people management and training interventions, Joanne’s consultancy and training is valued by her clients for her practical and business orientated approach, providing a complete people management solution to support organisational goals.
Joanne delivers a number of modules for The Business Springboard, including The 4D Manager and the Leadership & Management Development Programme, both of which are recognised for progression to further education.
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These materials are designed solely for the use of participants on our courses. These materials shall not be copied or
reproduced in any format whatsoever without the prior consent of The Business Springboard Limited.
The content of these materials does not constitute advice tailored to any participant’s specific needs and to the
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Welcome
Who should give feedback?
Why give feedback?
Difference between constructive feedback and praise & criticism
Types of feedback
Content, manner, timing & frequency
Questions & Answers
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Why Feedback?
What is it we want to achieve?
Does it really make a difference?
Barriers:
‘I’m too busy!’
‘She know’s she’s doing a good job’
‘If I pull him up on that he’ll be worse for the
rest of the week’
‘It’s a petty little thing so I’ll leave it for now’
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Constructive Feedback
Constructive feedback is information-
specific, issue-focused, and based on
observations.
Praise and criticism are both personal
judgments about a performance effort or
outcome
Information given is general and vague,
focused on the person, and based on
opinions or feelings.
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2 Types of Feedback
Positive feedback is news or input to an
employee about an effort well done
Negative feedback is news to an employee
about an effort that needs improvement.
doesn't mean a terrible performance,
a performance in which the outcomes delivered
should be better
So negative is not a negative word in this case
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Giving Constructive Feedback
The guidelines for giving constructive
feedback fall into four categories:
Content
Manner
Timing
Frequency
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Content
What you say in the constructive
feedback.
In your first sentence, identify the topic or
issue that the feedback will be about.
Provide the specifics of what occurred.
Without the specifics, you only have praise
or criticism.
This is Key!
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Manner
How you say the constructive feedback Carries more weight than what you say
Be direct
Avoid ‘need to’ phrases
Be sincere & avoid giving mixed messages
In positive feedback sessions, express appreciation
In negative situation express concern
Give feedback person-to-person
State observations not interpretations
Beware – Bullying risk!
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Timing
When do you give an employee feedback
for a performance effort worth
acknowledging?
ASAP - feedback should be given in real-
time, as close as possible to when the
performance incident occurs
The events are fresh in everyone's minds.
If not, the value of the constructive feedback
is lessened
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Frequency
How often should feedback be given?
regularly to acknowledge real performance
don't acknowledge how they are performing
only once or twice a year
keep notes on the performance feedback
Don’t rely on your memory!
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Questions & Answers
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Want to Know More? Following the successes of our in-house
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Making real changes by enhancing management skill sets
Topics include Managing Performance, Giving Feedback,
Interview Sills and Attendance Management
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