How to frame feedback so as to improve

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Giving Feedback Manzoni HBR article

• How to frame feedback so as to improve
• Nature of performance feedback session
• Relationship not damaged
• Have productive conversation
• Employees performance after the session
• Unsuccessful performance feedback sessions

• Subordinates acceptance of feedback

2
Unsuccessful Feedback Sessions

• Frame subordinates performance
• Negatively
• too narrowly
• In a binary way
• In a frozen way
• Indirectly (positively negatively)
• Set up interviews so as to confirm managers
  views of subordinates performance
• Risk that employee will not provide the expected
  answers

3
Framing Subordinates Performance

• In terms of personal dispositions rather than
  situational reasons (fundamental attribution
  error)
• In a frozen way due to conditions of high stress
• In a binary (win-lose) manner
• Assumes that anyone will perceive it the same way
  (false-consensus effect)

4
Subordinates acceptance of feedback

• Evaluation process (or evaluator)
• Is perceived as reliable having good intentions
  toward subordinate
• Is perceived as fair
• Collects relevant info
• Allows subordinate to clarify explain
• Considers subordinates opinions
• Applies consistent standards when delivering
  criticism

5
Subordinates acceptance of feedback

• Feedback communication process is fair
• Attends to subordinates ideas
• Shows respect for subordinate
• Supports subordinate despite disagreements