providing feedback to improve performance
TRANSCRIPT
Providing Feedback to Providing Feedback to Improve PerformanceImprove Performance
Course Objectives
Describe how feedback can influence performance.
Structure feedback using the STAR methodology.
Demonstrate the STAR method for giving performance feedback
Self AssessmentHow effective are you at giving performance feedback?
Rarely Sometimes Often
1.I pick an appropriate time & place to give feedback
2. I provide specific, detailed information about a person’s behaviour or performance.
3. I explain the impact the actions are having on the team or organization.
4. I clarify my expectations if there is any confusion about the behaviour in question.
5. I provide input as needed in developing an action plan for meeting behavioural or performance goals.
6. I focus on the steps of the feedback process to keep the dialog on track.
Why Give Feedback?Why Give Feedback?
Feedback Model
Action / Alternative Action
Results / Enhanced Results
Situation / Task
ST: Situation/Task
Describe the specific situation or task the feedback will reference
Concentrate on the behaviour, not the person
Prioritize the feedback
Example: “During yesterday’s presentation, I didn’t feel very supportedWhen you said that I didn’t know what I was talking about”
A: A: ActionAction
Be prepared to discuss the specific action the individual may take for future. Offer alternatives
Example: “ For next time, I would ask that you pull me aside before handSo that we could align on our ideas and present a united front.”’
RR: Result: Result
What is the desired impact or result that you would like to achieve?
Focus on what can be changed for next time
Be prepared to discuss why an alternative action might be more effective
Example: “ If we work together and align our ideas, we are more likely to Win the project for our department”
Video Recap
How did the supervisor utilize the STAR model?
Using the STAR model what could the supervisor have done differently?
Role Play
A supervisor become upset at an employee who consistently makes typing errors. “ Don’t you know anything about the English language?” he yells. The manager slams a recently typed document on the employee’s desk and stalks off; the specific typing errors are never discussed.
Feedback Errors
Feedback was in the form of criticism
Attacking the employee’s personal qualities
Venting emotion by yelling Employee still has no clarification on
what errors were made Creates distrust and hostility
Keeping the Skills Alive
Would you use the STAR model?
What are three tactics you have learned in giving feedback that you will use in the future?
Keeping the Skills Alive
Would you use the STAR model?
What are three tactics you have learned in giving feedback that you will use in the future?
Summary
Understand STAR method of giving performance feedback
Knowledge on how to structure feedback to support improved performance
Understand how to utilize feedback to encourage good performance