Giving and Receiving feedback: Lecture 6
what are the four questions to ask yourself prior to giving feedback?
Does this employee understand what is expected? Is there something outside of employees control? Does employee know they are not performing up to expectations? Am I contributing to this performance problem? (appropriate time)
per Ed Bastia, Harvard business review, what are two things needed for feedback?
Safety & Trust
DO's of giving feedback
Timely, specific, descriptive, provide examples
positive feedback
allow person to continue to excel at what they do best and improve
question
ask questions, clarify to understand the feedback
purpose of feedback
assist with the development of the employee or other person
descriptive
describe behavior in a constructive way. offer suggestions for change or improvement
provide examples
don't make judgements, but still be descriptive
specific
focused on one or two key elements
what is feedback?
info provided to another person to assist in modifying a performance or behavior -Assist with the development of a person - allow a person to continue to excel at what they do best and change that which can be improved - is not to blame or disapprove - not judgmental - two way
confuse the other person
leader give mixed messages by trying to do the sandwich approach
Listen
listen to all they have to say, don't ignore or act like its wasting your time
DO's in receiving feedback
listen, be receptive, thinks of it as a gift
procrastinate
needs to be given as close to an action as possible
negative
not good, discourages person, (constructive criticism)
DONT'S of giving feedback
procrastinate, confuse other person with mixed messages
timely
should be provided as close to an event as possible
be receptive
think of it as feedback and be open
take the bad
with the good, open to constructive criticism
DON'Ts in receiving feedback
ignore, reject information, become defensive
The two reasons for giving feedback...
improve behavior reinforce behavior
