TECHNIQUES OF GIVING

FEEDBACK

Presented By Group Milkyway1

To Improve Performance

To Clarify Expectations

To Increase Learning

To Stop a Behavior

To Make Progress Toward Goals

THE GOALS OF FEEDBACK

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Be Direct not to be confused

Express concern & appreciation

Make sure NOT Personal, Hostile, Picky, Demeaning

Make sure caring, clear and Focused on Improvement

GUIDELINES FOR PROVIDING EFFECTIVE FEEDBACK

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Principles of Basic Feedback

• Feedback should be delivered in private.

• Feedback should be planned in advance.

• Feedback should be performance specific.

• Feedback should not pertain to personal characteristics.

• Feedback should be descriptive, not judgmental.

• Feedback should be given timely to the observation it addresses.

• Feedback should be focused on specific observations.

• Feedback should be based on first-hand observation and/or written evaluations.

• Feedback should balance positive and negative comments.

• Feedback should benefit the receiver, not soothe the giver.

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WHY DO WE GIVE FEEDBACK?

Feedback has a direct impact on our work:

Gives us specific information to help us improve

Makes performance expectations clear from the start

Heightens efficiency by reducing resentment, buildup, etc.

Strengthens relationships

What are the benefits for getting positive feedback?

Constructive feedback?

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TECHNIQUES FOR GIVING FEEDBACK

Isolate and address the Behavior

Speak at the Task Level not the Self Level

Use Comfortable and Open Body Language

Explain Why the Issue Might Be Happening

Leave YOUR Solutions at the Door

Make it a Dialogue

Begin With and Use the Feedback Recipe Card

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CONSTRUCTIVE FEEDBACK

Constructive Feedback is: Constructive Feedback is not: Useful Meaningful Impactful Easy to understand

Remember the following: When giving feedback:

Be constructive Focus on observed behavior Make feedback objective Be specific Keep it short and concise Focus on the issue, not the person Be timely

CriticalAccusatory Vague

GIVING CONSTRUCTIVE FEEDBACK

What is the gap?

Why is it important? (Impact)

How should the performance or behavior change?

Check for understanding / other suggestions.

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WHY DON’T WE GIVE FEEDBACK?

• It’s not my place to give Feedback.

• The Other person might not

welcome the feedback.

• I don’t know how to

give Feedback well.

• People should know

what they should be

doing.• I don’t want the person

to react angrily• It’s not up to me beside

what is not right.

• It’s not that important• If I say nothing. It will

probably sort itself out

• People know when they

have done a good or

bad job. They should

not need telling.

• I like the person, and

don’t want to upset

them.

HOW LOOK IMPROVED QUALITY FEEDBACK

CONSEQUENCES OUTCOME

ASSESSMENTS

OBSERVATIONSEXPECTATIONS

IMPROVED QUALITY FEEDBACK EXAMPLE

DIMENSION

Expectation

Observation

Assessment

Consequence

You make a 15-minute presentation to students every Friday regarding the services of our office provides.

EXAMPLE OF COMMENTARY

You are always well prepared, and consistently arrive several minutes early to greet students and make them feel welcome.

“This is excellent and demonstrates a commitment to your job, representing our office positively, and serving our customers.”

“ I’d like to use this as a model for how we conduct all of our presentations.”

GUIDELINES FOR GIVING FEEDBACK SUCCESSFULLY

Act sooner rather than later

Check your intentions

Dialogue! Treat feedback as a shared responsibility

Confirm mutual understanding and invite new information; probe for facts

Keep your emotions in check

Respect differences

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BEFORE NEXT TIME...

Post your experience trying your new strategies to our Milk way group.

THANK YOU.

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