|
|
|
|
|
|
|
Developing a culture of feedback
|
|
|
|
|
|
|
|
|
|
All workplaces can benefit from establishing a culture that encourages open and honest feedback. Listed below are some ideas on how to improve the communication process, and some ideas on how, specifically, to provide and receive feedback.
Tips on improving the flow of communication:
- Set clear goals and then measure performance against these. Realistic goals will provide an objective way to discuss successes, failures and obstacles towards an employee reaching their peak.
- Feedback sessions should occur frequently. Most people actually want to know how they are doing, so don’t be afraid to talk to them about their performance.
- Be honest, but diplomatic when it comes to providing negative feedback
- Provide managers with opportunities to develop people skills, with training in communication and emotional intelligence.
- Ensure there is a reliable, regular outlet for employees to address concerns and or conflict
- Put a formal feedback process into place. For example, regular performance reviews, annual 360-degree surveys or regular coaching sessions.
- Recognise good work. Create a rewards system that acknowledges achievements in a fair and timely way.
Ignoring problems only allows them to fester, so start before problems exacerbate.
|
|
|
|
|
|
|
|
|
|
Ideas on how to effectively communicate feedback
|
|
|
|
|
|
Delivering (and receiving) feedback can be a daunting task. But, with some effective communication, it can also be a rewarding venture. Here are some tips for delivering feedback:
|
|
|
|
|
|
|
|
|
|
Use “I” statements:
- Don’t say: “You are too demanding.”
- Use: “I feel at times you demand too much of people.”
Give specific examples.
- Don’t say: “You don’t set realistic goals.”
- Use: “There are times when I feel the goals you have set are unrealistic, like for example, last week when you asked the team to have the project completed by Tuesday. Many people were unhappy about having to put in so much overtime.”
|
|
Discuss ideas for improvement
- Don’t say: “Go and think about what I have said.”
- Use: “How do you think we could improve team morale?”
Ask if there are any reasons for problems.
- Don’t say: “I don’t care what your excuse is, you have to improve your team’s performance.”
- Use: “Are there any particular reasons your team has been under-performing? Is there something we can do to fix the problem?”
|
|
|
|
|
|
|
|
|
- Listen.
- Ask for examples.
- Don’t make up excuses or become overly defensive.
- Clear up any misunderstandings. For example, people may misread your motives.
- Discuss ideas for improvement.
- Decide if you agree with the comments and how you want to deal with them
|
|
- If you disagree with the comments, think about why you disagree and why the person said them. Perhaps ask some other people later for their opinion.
- Set goals for improving your performance.
- Arrange a follow-up session.
- Don’t resent people for telling you what they think.
- Thank the reviewer for the feedback
|
|
|
|
Make sure the feedback is constructive
- Don’t say: “No one likes you.”
- Use: “I think it would be useful if we tried to build more positive relationships within the team.”
|
|
|
 |
|
|
