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Giving Feedback. The purpose of feedback is to be helpful Feedback should include positive reinforcement of strengths Do not avoid dealing with issues and poor performance Describe actual behaviour, not the individual person, personality or attributes
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Giving Feedback • The purpose of feedback is to be helpful • Feedback should include positive reinforcement of strengths • Do not avoid dealing with issues and poor performance • Describe actual behaviour, not the individual person, personality or attributes • Concentrate on areas the receiver can control and do something about • Be specific; use examples to illustrate and avoid generalisations
Giving Feedback • Pick an appropriate time and place • Start with the negative, include something interesting and end with a positive (NIP) – recognition is an essential motivator • Praise must be judicious, sincere and deserved • Explain how and why they have been successful from the organisation’s viewpoint • If 80% of work is good, spend 80% of time on this • Focus on fact and observation to back up any interpretation • Treat criticism as a comment on behaviour or results rather than a “character defect” or qualities • Focus on supporting and helping, not imposing and blaming • Most people welcome constructive criticism • Allow for feedback on the feedback • Remember to close the loop at next opportunity to reflect and review progress.
