Handout 3: Using feedback PowerPoint presentation Unit 345 (M&L 9): Manage personal and professional development Handout 3: Using feedback

Feedback Inviting feedback from others provides a way of finding out: whether or not we are doing a good job the areas that may need to improve.

Sources of feedback Managers/supervisors Colleagues – known as 360-degree feedback Customers/clients

thanks from a manager for a report compliment from a client. Feedback Formal feedback, eg: appraisal reviews one-to-one meetings. Informal feedback, eg: thanks from a manager for a report compliment from a client. Feedback can be oral or in writing.

Feedback can be positive or negative Even when the feedback is positive we can still learn, develop and improve. Negative feedback should not be seen as criticism but as pointing out areas for development. Feedback assists us to develop both personally and in our job role. Both positive and negative feedback assist us in our development and personal growth. 5

Constructive feedback Description not judgement Observation not implication Behaviour not the person Description not judgement, eg Your communication skills are good.  You really got your point across clearly.  Observation not implication, eg Do you always turn up late?  I saw you were 30 minutes late this morning.  Behaviour not the person, eg You´re so tactless!  Your comment about my work made me feel bad.  6

Formal, confidential interview between you and your manager Appraisal/review Allows management the opportunity of reviewing and developing staff within a working situation Regular review (usually annual) of an individual’s performance and progress in relation to their job role Formal, confidential interview between you and your manager Appraisal procedures: To be effective you both need to prepare. The person carrying out the appraisal on you will also assess your performance and skills against the requirements of the job and then discuss the outcome of this assessment with you. It is likely that within your job you will have standards that need to be reached and you will therefore be assessed against these with the manager indicating what you carried out to standard and any areas that could be improved or skills that could be developed. You will discuss with your manager your strengths, your performance, your worries and your problems and agree the way forward. You will also discuss and agree the training and development available to meet your needs and the new opportunities that may be available to you. 7

Appraisal procedures Self-assessment of your skills, abilities and performance to date Assessment of performance and skills against the requirements of the job Discussion of the outcome of this with you. Formulation of development plan

Review progress Progress toward personal and professional objectives should be regularly reviewed. Personal and professional development plans must be amended in the light of any feedback received.