Giving and Receiving Feedback ~ do you give and receive effectively?
How do you give and receive effective feedback? Multiple studies have shown, the association between successful feedback and employee participation. Receiving regular, relevant and specific responses from their own direct supervisors and managers is an integral driver of participation. On the flip side, if feedback is absent, it creates a lot of distress for employees since they don't know where they stand or how they're doing. Among the best, are leaders that give clear, consistent and honest feedback. Here’s how: Ask yourself: What helpful information do my people need? What information will help them be successful in their tasks? Your goal for giving comments is to promote future positive behaviors and to allow your staff to know how they're doing and the impact they've had on others or on the business. Avoid focusing on feedback as either negative or positive.
Your comments are just as important when giving recognition as it is when adjusting behavior. Assume positive intent. Approach your staff from the perspective that you recognize their own desire to perform efficiently in their jobs. Whatever it is they've done, think about your response from the standpoint that their own intent was positive. Therefore, you may start out by saying: Jane, I understand that you are committed to providing extraordinary client support. Or, Michael, I understand that efficiency is very important for you. Address specific, observable behaviors instead of making broad judgments. Consider the distinction between Jane, I just saw you walk past a patient who clearly looked lost, and Jane, you are insensitive to patient’s needs. Act immediately. Feedback should be provided as quickly as possible after the behavior was observed. The closer to the current situation, the more relevant your feedback will be. Attain confirmation that that your message was received. As part of your discussion with your employee, you should ensure that they are heard, and understood the message you sent. You may say something like: Just so I understand we’re on the same page, could you tell me what you understand our next measures to be? Additionally, to providing feedback, there are also times when we'll receive feedback. As a guideline for when you are on the other end of the conversation, suspend any defensive answers that you may naturally feel. Frankly, all of us have had negative experiences with getting feedback, so our initial reaction can be a fight or flight response.