Six things to remember while writing feedback 2020
61 likes5,412 views
This document provides guidance on giving effective performance review feedback in 6 points: 1. Be specific and provide concrete examples rather than vague analogies. 2. Focus feedback on helping the employee grow and develop rather than just pointing out shortcomings. 3. Ensure the feedback is on issues the employee can actually address and change. 4. Make sure the feedback will add value from the employee's perspective. 5. Ensure feedback is based on factual observations and documented examples rather than unrelated incidents. 6. Use silence strategically to allow the employee to process the feedback rather than feeling the need to constantly fill the air with words.
Six things to remember while writing feedback 2020
- 1. Six Things to Remember While Writing Feedback Learning the art of giving effective feedback
- 2. 58%of businesses think that performance management processes are not an effective use of their time (Deloitte)
- 4. 6 Characteristics of an Effective Feedback Delivery
- 5. 1 Be SpecificAm I being specific? It is extremely critical to be as specific as you can be. It is easy to get carried away with analogies and incidents related to the point being discussed. Such meandering, however well- intentioned it may be, often leads to dilution of the message. It may even lead to a defensive mindset being triggered for the receiver. State facts and give examples in support of the feedback being given. Nothing more, nothing less.
- 6. 2 MeaningfulAm I showing the way to grow and develop this person?Your job as a reviewer is to develop and grow people. Pointing to shortcomings does not help in any case. In fact, it would work counter-productive as the receiver pulls up the defences and closes their mind to any suggestions.
- 7. 3 Relevant Can this person really do something about this? Think before if this person can do something about this or if you can help to change this behaviour? If the answer is no, that specific feedback is best left unsaid. Yes, think about it. What is the purpose of feedback on which the person cannot act?
- 8. 4 Value Will this add value to this person? Focus your feedback on its value for the receiver. If your feedback will not add value to the receiver in the current state, resist from even saying it. Often, it is for us to offer some advice because it is dear to us and (however well-intentioned) do not think of the value it would add to the other person.
- 9. 5 Factual Does this represent facts? Write feedback promptly when the incident is fresh in your mind. Do not let other unrelated incidents influence your feedback. Good managers maintain a small notepad, to jot down incidents when they occur. This small notepad is worth terabytes of data that may be residing in our memory. Maintaining and referring that small notepad, will always bring us back to the facts at hand.
- 10. 6 Silence.Finally, let silence do the heavy lifting. Silence is an extremely powerful tool. Any good negotiator would tell you that people tend to underestimate the power of silence when it comes to sales and social dynamics in general. “Saying nothing is way more powerful than spoken words” they would vouch. Silence during feedback not only defines alpha roles but also build the readiness to assimilate, process and draw on an action plan in the receiver’s mind.
- 11. Recognise5 signsofsilence Interrupting by talking over the other Formulating your response while the other person is talking Using a break in the conversation to create a distraction to change topics Talking in circles Monopolizing airtime
- 13. Look to the future. Keep future in mind. Focus on future behavior. This is not an opportunity to criticise the past.
- 14. There is enough research on the brain and attention span that most effective feedback are short and to-the-point. Short and effective
- 15. The 3x3 MethodIf we cannot share something as three points in three minutes, you are not not helping them understand. Break every topic above into three key points that are most critical for .
- 16. “Criticism, like rain, should be gentle enough to nourish a man’s growth without destroying his roots.” – Frank A. Clark
- 17. Rajesh Soundararajan @rajeshsound | www.futureshift.in Rajesh Soundararajan is an entrepreneur and co-founder of Futureshift Consulting, a boutique consulting outfit that helps organizations chart their business, marketing and technology strategies that generate demand, drive predictable revenue and achieve impactful outcomes. #AmateurAuthor #DotingDad #ExperimentalEntrepreneur #HappenstanceHumanoid. #PassionatePhotographer #PresidentAspirant #SocialMediaEvangelist #TirelessTraveller
- 18. Thank You