Giving Quality Feedback
Agenda Objectives of Feedback Five Steps to delivering quality feedback Things to keep in mind 3 Things www.wilymanager.com
Feedback Objectives To confirm a course of action, performance or behaviour To correct specific behavior or performance To have a behavior or performance carry on A performance management tool to enhance performance. www.wilymanager.com
The 5 Steps for Quality Feedback Context: Tell them what you’re going to tell them Clarify: Describe in specific, measurable and observable terms and tell them why it’s important Create: Ask for feedback on the feedback and brainstorm actions to improve or do better Confirm: Agree on action steps forward, and determine exactly what will happen next. Close: Express confidence and support www.wilymanager.com
Context Tell them what you’re going to tell them Tell them what’s coming – don’t leave them guessing Don’t just start talking, and leave them to figure it out on their own. “I’d like to offer some feedback on…” www.wilymanager.com
Clarify Use Specific, Measurable and/or Observable behaviors Generalities don’t work Have your facts straight Describe observable behaviors Use measures wherever possible Tell them why this is important What is the impact on you and on others? How does it relate to high level goals and objectives www.wilymanager.com
Create Ask for Feedback on the Feedback Ask lots of questions Guide them through the feedback Give an opportunity to respond Brainstorm actions to improve or do better www.wilymanager.com
Confirm Agree on Action or Next Steps Make sure you agree on what will happen next, even if it is to maintain the status quo Reinforce continued good performance Describe what future outcomes you’d like to see www.wilymanager.com
Close Express Confidence & Support Everyone should leave the meeting with a clear idea of what they need to do next Reinforce your confidence in the recipients ability to be successful Describe how you will support them in their efforts to improve www.wilymanager.com
Things to keep in mind Be supportive Make sure it’s a dialogue and not a lecture Feedback should be helpful, not a place to vent your anger Ask lots of questions www.wilymanager.com
3 Things to Remember Do it well… do it often. Feedback drives performance Avoid generalities… be specific Agree on action www.wilymanager.com