Feedback methods

Feeback Methods LEADERSHIP SUMMER SCHOOL ‘08 Ankara, Turkiye

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ESSENTIALS OF FEEDBACK Giving feedback is relaying the effect of behavior to individuals for their use and learning.  In order for feedback to be most productive and beneficial, one aspect of the process must be emphasized: 

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To be helpful, feedback to an individual must be such that the person: a.

understands the information b. is able to accept the information c. is able to do something about the information.

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PREPARATION FOR FEEDBACK Before giving feedback, think of the following   

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Does the person understand what his or her job is?

Does the person fully understand your expectations?

Has the person performed up to your expectations in the past? If yes, what do you think has caused the dip in performance?

Is the person overqualified? Under-qualified?

Does the person know that there is a problem?

Are you or others in the organization contributing to the problem?

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SWG How to give feedback?  How to recive feedback?  Things to avoid 

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HOW TO GIVE FEEDBACK #1 

Give feedback in private - directly to the person concerned.

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Give feedback as soon after performance as possible, but not when the people are still emotionally engaged.

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Comment on the behavior, not the person.

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Be specific and use concrete examples.

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Feedback does not equal criticism in the negative sense. Therefore also include positive perceptions and feelings (PNP).

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Feedback should work vice versa, i.e. also in hierarchical relations, the partner should be able to answer the same way.

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Perceptions should be communicated as perceptions and feelings should be communicated as feelings, not as facts.

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HOW TO GIVE FEEDBACK #2 

Feedback shall not analyze. Do not try to be a psychologist. Tell what you note, feel, see or hear.

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Feedback should be formulated as precise as possible and detailed enough.

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Feedback shall only include as much as your partner can grasp in a concrete situation.

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Ask questions for understanding.

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Summarize and express your support.

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Follow up (check if the behavior/performance improved).

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THINGS TO AVOID 

Sugarcoat negative feedback.  this will just leave them confused

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Avoid the conversation until you’ve “had it up to here.”  no good comes out of conversation when you are emotional/angry

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Give positive feedback without specifics.  it sounds dishonest, empty flattery

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Mistake valid reasons for excuses.  sometimes there are real reasons for some thing - don't miss those.

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Tell someone what’s going on inside his head.  One of the worst things to say is "I know what you think/thought". No, you don't.

Mind-reading is a hoax.

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Give feedback only when there is a problem.  people will learn that after "you are a real team player, ...", you will follow with ", BUT ..."

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Use sarcasm to make a point.  humor is great, but sarcasm in feedback is too dangerous to play with.

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HOW TO RECEIVE FEEDBACK Listen, don’t interrupt  Except the feedback (don’t defend or argue)  Ask for clarification  Thank for the feedback  Evaluate feedback for yourself and follow up if needed 

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