The giving and receiving of feedback is probably one of the most vital skills in management. If feedback is hardly ever given out then it's not expected and this can have two effects; firstly, it can make employees think that you never notice when they do something well and secondly, it can make them think you won't notice if they do something badly. Your peers and supervisors want you to know that you have room for improvement and that they believe by giving you feedback, you will understand where you need Training feedback to focus more on, making you a valuable asset to the team. They may feel overwhelmed and discouraged by the criticism, and they may take it personally.
If you feel your failing in communicating is in your human relationships, then that field can be bettered by exercising plus applying some counseling to figure out what the effects are behind it. For some people they depend on trust in what they tell and by processing their underlying insecurities the internal strength will grow. It's important to understand the external limitations when providing feedback because you may realize that your constructive criticism may not be rooted in the employee at all, but in external factors, such as an employee's disability or a client's miscommunication.
For example, if a coworker says I feel like your behaviour with the last customer could have been better”, ask for examples that support that observation such as Can you tell me what I said or did that you think need more improvement?” By bringing up examples, you can then understand how the person interpreted your actions. At Basic American Foods , they implemented performance appraisal software that included comment helper text, coaching and development tips, performance journals and development activities mapped to competencies to help their managers give regular feedback and coaching to their employees.
If your concern, as a manager but also as a colleague, is for both the individual and the firm, then you will want to include in your feedback discussion mention of the help from which the person could benefit in order to address their poor performance. Before giving feedback, remind yourself why you are doing it. The purpose of giving feedback is to improve the situation or the person's performance. Give immediate feedback and your employee will learn from it. Here you will find 20 ideas and techniques on how to give effective learning feedback that will leave your students with the feeling they can conquer the world.
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Author : Goldberg Klinge |
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