So why do people have a problem giving feedback?
We naturally empathise with others' feelings. So when giving criticism, we assume that they will be hurt, or embarrassed, We don't want to be the 'cause' of it!

People need feedback in order to learn and develop.

Here are some essentials about feedback that will help mentors and mentees:

A structured way of giving feedback
This model expands on the steps shown above. It is most useful for giving negative feedback.

1. Present

State why there is a problem, or your own view of the poor performance. Base it on facts, and evidence that demonstrates poor performance.

2. Listen

Ask for the other person's view. Really listen - ask questions to ensure you fully understand.

3. Own view

Present your own view of what's gone wrong, or of the necessary performance standards (this step may not be necessary, depending what came out in step 2).

4. Action

Agree a different approach, how and when it will be implemented, and how progress will be monitored.

Positive Feedback
Positive feedback is the most effective, easiest to give and least common! The most important rule is to make it specific.

Relate it to a clear skill or activity, something that has led to specific result. Try to identify what someone did well. That way it is likely to be repeated.

Negative Feedback
Criticism is much more difficult to give, and usually benefits from using a structured approach.

Before we explain - try this quiz. Bob wants to discuss this e-mail clarity issue with Tanya thoroughly, and has mapped out the order of things. Which is the correct order?

Finally, beware of some common traps in giving feedback to others:

Avoidance - continually talking 'around' the point, and never actually saying what the key problem is.

Fear of losing respect or friendship - if you do it properly it will benefit you, the other person, and the business. You'll gain respect, and you won't lose any friendship!

Attitude - there's no need to be stern or disapproving! The best negative feedback interaction is given cheerfully as in a normal discussion.

Disagreeing by questioning - only use questions to find out information. If you disagree, say so. Do not use another question, like 'don't you think you should...' - that only leads to an argument!

That's the end of this demo!

Start Again Go to Intro Page Contact us to discuss!

 

© TeamCommunications.com 2001

Which is the best way to begin?

'Let's talk about the negatives now. Do you think you have any problem areas at the moment?'
 I wonder if we could look at some of your E-mail notes and come up with better ways to write them? You'd learn a lot!'
 'In my view, some of your E-mails are a little unclear and ambiguous. What do you think?'
 ' I've heard some negative reactions to some of your E-mail notes. Can we discuss this?'

Drag the four different sections of the discussion to the 'steps' on the right, then press the "Submit" button when you think you have them in the right sequence.

Team Communications                 
 
 

 


Online training Module 5: Giving feedback

Bob has noticed that Tanya often seems to write badly prepared e-mail notes. Another manager mentioned to him that Tanya sometimes went into written communication with internal customers without considering the possible consequences.

Bob wants to give some feedback on this to Tanya How should he raise the subject?