Feedback & Evaluation
Reinforcement Affirmative: Your behaviour was correct. Corrective: Your behaviour was incorrect. Explanatory: Your behaviour was incorrect because ... Diagnostic: Your behaviour was incorrect. And I think you did this because you.... Elaborative: Your behaviour could improve....
Focus of feedback Personal Behaviour / Context Result Behaviour Attitude Values Person
Affirmation & Criticism Compliment Okay! More of that! Smile Pat on the back Reward Appreciation ‘Good rumor’ Behaviour Results Traits Drive Contribution
Feedback is a GIFT!
But Criticism? Bad results When we’re on the ‘wrong’ track Wrong behaviour Wrong attitude Mismatch Needs improvement You should do that more Conflicting interests Too much & Too few Addiction to the ‘old’ Knowledge Skills Attitude
There are 2 Types of Feedback
We Prefer Positive Feedback
We Don’t Like Negative Feedback
It’s time to CHANGE how you feel about Negative Feedback “There is maybe more useful data in negative feedback as there is in positive feedback” Jack Canfield Author, The Success Principles It’s time to CHANGE how you feel about Negative Feedback
“Improvement Opportunities” Negative Feedback = “Improvement Opportunities”
On Track Off Track Feedback Guides You
There are many ways to respond to feedback Some simply don’t work
Responding to Feedback Caving in and quitting Getting mad at the source of the feedback Ignoring the feedback
Responding to Feedback Caving in and quitting Getting mad at the source of the feedback Ignoring the feedback JUST DON’T WORK!
What is the solution? Giving Feedback
As a leader, you must model the behavior yourself. This makes it safe for others.
Results Process Relationship Accomplishment of the task or goal Shared Responsibility For Success Process Relationship Method or approach for doing the work Rapport and satisfaction 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. ©2007 Interaction Associates, Inc.
These five steps will help!
1. Choose when and where to give the feedback. Cool off, if angry. Give negative feedback in private. Give positive feedback immediately, and publicly.
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. Don’t suggest ‘motives’
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.
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. Let it be an ‘I’-message
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.
Focus on Solutions Not on problems Last but not Least!! Focus on Solutions Not on problems