Giving Constructive Feedback

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Understanding The Need of Feedback
Giving and receiving feedback is a crucial
component of building trust within a team. Here
are a few ways that it helps
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Understanding The Need of Feedback
Promotes open communication When feedback is
given and received in a constructive and
respectful manner, it promotes open communication
between team members. This helps team members to
share their thoughts, ideas, and concerns with
each other in a safe and non-judgmental
environment. Encourages learning and growth
Feedback can provide team members with insights
and suggestions on how to improve their skills,
work processes, and overall performance. When
feedback is given and received constructively, it
can motivate team members to learn and grow,
leading to greater trust and respect within the
team.
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Understanding The Need of Feedback
Builds transparency and accountability Feedback
encourages team members to be transparent about
their work and progress. It helps team members to
take ownership of their work, and to hold each
other accountable for meeting team goals and
objectives. This builds trust within the team, as
team members know they can rely on each other to
do their best. Fosters a culture of respect
When feedback is given and received respectfully,
it fosters a culture of respect within the team.
Team members feel valued and appreciated when
their contributions are recognized and
acknowledged, which builds trust and strengthens
relationships.
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Feedback process

• Giving feedback may not be easy, but it's
  necessary for growth.
• Stay connected to understand when feedback is
  needed.
• Connect with employees in person whenever
  possible.
• Use other communication methods sparingly.
• .

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Feedback process

• Plan for feedback, take a moment to prepare and
  capture key points.
• Delivery is key, consider who should deliver and
  when.
• Feedback should be specific and detailed, but
  framed as helpful and supportive.
• Follow-up is important to ensure the feedback is
  being implemented.

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Characteristics Of Effective Feedback
Feedback is more than just sharing thoughts it's
about ensuring others hear you, understand you,
and feel motivated to use your feedback.
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Guidelines To Provide Effective Feedback
Specificity is key provide detailed and
actionable feedback. Strive to be descriptive
and helpful, not evaluative and
punitive. Personally own your feedback using
"I" statements. Address issues, not people.
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Guidelines To Provide Effective Feedback
Give the right amount of feedback at the right
time. Make feedback a dialogue instead of just
one-way communication. Follow up at least once
or twice to ensure your message sticks.
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6 Common Feedback Errors

• Leniency - Being too soft not having the courage
  to give direct feedback.
• Feedback Sandwich - The real message gets lost.
• Jumping the gun - Make sure you give feedback
  based on what you have personally observed?

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Common Feedback Errors

• Trap - Asking people how they did and then
  telling what we felt. This will make people
  become defensive straight away.
• The Feedback Dump - Giving too many focus areas
  and make the individual overwhelmed.
• Halo/Horns effect - Someone's strength
  overshadows comes in the way of feedback.
• Swoop and Poop - Just say what needs to be done
  and move on. Less care and just delivering the
  message.

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Feedback Roleplay
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Delivering Feedback
Observing Employee Behavior Observing is an
often-overlooked aspect of leadership. Your
understanding of employees should be based on
direct observations while interacting with your
team. Observations should include personality
and attitudes, interpersonal skills, technical
and business skills, and character.
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Positive Examples
Fixing a customer problem, improving a work
process, showing kindness or gratitude, and
displaying helping behaviors
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Negative Examples

• Flawed work products or work that is acceptable
  but not as good as it could be
• Witnessing unproductive interpersonal exchanges
  or personality problems.
• Addressing negative examples with good feedback
  is an important part of your job

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Good Behaviors Not Being Exhibited
Observing and addressing behaviors that are not
being exhibited but are necessary for employee
development Example an employee who never shows
gratitude towards others Take note and
incorporate it into future feedback
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Timing Note taking

• Plan observation time or observe in
  naturally-occurring situations.
• Take notes after any interesting interaction to
  boost memory.
• Regular observations and notes make performance
  evaluations easier and make you a more prepared
  and helpful leader.

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Preparing to deliver feedback effectively

• Spending a little time preparing to deliver
  feedback is crucial for effective communication.
• Take a moment to organize your thoughts
  considering following points.
• 1- State the behavior
• Be clear, brief, and specific.
• No generalizations or innuendos

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Preparing to deliver feedback effectively
2-State your reaction Why is it potentially
unproductive and worthy of discussion? Be
specific about your observation. 3-Think about
consequences Write down what might happen
should the situation not improve. This is the
beginning of accountability.
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Preparing to deliver feedback effectively
4-Choose the right time and place. Approach
when they're not too busy and in private to show
respect. Maximize what they actually hear and
how much you actually help
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Handling critical feedback
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Handling critical feedback
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Managing Negative Feedback Intercation
Three Key Steps
Step 1 Remember the feedback process Choose
a time and place to meet. Be brief and state
behavior, impact, and potential consequences.
Confirm understanding and focus on effective
listening.
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Managing Negative Feedback Intercation
Step 2 Importance of effective
listening Face the person, look them in the
eyes, and be focused on them. Don't interrupt,
try to understand their perspective, and offer a
concise summary.
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Managing Negative Feedback Intercation

• Step 3 Dealing with difficult reactions
• Never respond to strong emotions with strong
  emotions.
• If mildly elevated emotions, make a mental note
  and move on.
• If strong negative emotions, pause, sit quietly,
  and say nothing.
• If a second strong outburst, redirect them to the
  issue and ask for their cooperation.

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Managing Negative Feedback Intercation

• Step 3 Dealing with difficult reactions
• Acknowledge their frustration, but be clear that
  the outburst will end If necessary, try the
  conversation later or speak to human resources.

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Understanding common challenges of delivering
feedback
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Overcoming Challenges