Effective Employee Feedback

Hi, I'm pulled from law Hound on My background is in finance on managing people. Welcome to this session about effective employee feedback. Providing feedback from please is vital for both the success of the individual employees Until business is a hole. Traditional employee feedback has taken place using an annual appraisal, but this is starting to change in this session. We're going to look at how and when we give effective feedback from please that is feed, but which is going to make a difference in helping the employee succeed? Why, it's feedback importance. We all benefit from feedback at work because it helps us understand whether we're on the right track or whether we need to make a change. Feedback also provides employees with an opportunity. Stuff there say it could be that the employee has an issue they want to discuss. It doesn't quite know how to broach. It's, Alternatively, the employees might want supports. What is worried about asking for help on effective feedback system helped ensure that, and please get the support that they need so they can succeed in their role and keep everybody accountable. In this session, I'm looking at feedback that is provided by a manager to an employee. However, he should also consider including 360 degree feedback, which gathers feedback about the individual and plea from a number of sources, typically including colleagues, direct reports and clients. What's the problem with money feedback systems? One of the first problems with employees feedback is it doesn't happen frequently enough. Many businesses make gold assessing and feedback and annual events using a more traditional appraisal system. As businesses such as IBM have found out, This system is becoming increasingly less effective because when employees change roles and achieve goals quickly, they can actually end up being held back on that as a negative impact on your business. The system also suppresses what has been referred to as teachable moments that is, those situations were feedback should be delivered as quickly as possible after an event to achieve maximum impact. Research also shows that regular communication creates an energizing, healthy work culture, which is vital to employment engagements essential for stuff retention on developing high potential employees. In a survey by the Society for Human Resource Management, what's nine out of 10 of the organizations surveyed agreed that they used annual or semiannual performance reviews on Lee. Three out of 10 believe they did them well. Research also indicates that a common complaint most employees is they just don't get enough feedback on. Employees can often perceive that things are going OK, and then they receive feedback, which clearly shows that their manager thinks differently. Even when employees do get feedback, it is often too vague, delivered in a way that makes the employees think that their manager doesn't care about helping them improve, but rather a way that the manager will vent their frustrations. What is effective feedback? Effective feedback has several important characteristics, meaning that you should deliver a balance of praise and constructive criticism. Focus on just one or two important issues. Focus on issues which the employee can actually do something about. Deliver interactive feedback. That is feedback, which encourages two way communication that is focused on solving issues and problems Effective food, but should reduce defensiveness on multiple dates. Action What key skills should use for food, but to be perceived by the employees as being both useful, unhelpful managers need to use the following key skills. Active listening. Effective managers are also effective two way communicators so that, first of all, they listen to make sure that they hear what others are saying. And then they respond in a way that shows others that the communicate has been both heard and understood. That's if listening involves three key suspects paraphrasing in your own words, restating your understanding of what the other person has said. This shows that you understand what the other person is saying. What? Not necessarily that you agree with them questioning so that you can clarify information, collect additional information and encourage problem solving. Empathizing in your own words reflect you'll understanding of what the person is feeling. My they're feeling that way without the needs out in any advice or give your own opinion. So why is active listening importance? That's if listening helps reduce defensiveness, promote self esteem and diffuse emotional exchanges, ultimately facilitating the situation so that people can engage in productive problem solving. Be aware of your own delivery and body language. The employees will response how you deliver earthy back in person, and that that includes your voice and your body language. A raised voice could imply that you are angry. Instead of giving the employees advice to help them improve. Using gestures may well mean that the employee goes into a defensive mode. If you cross your arms, employees may feel that you're going to talk at them rather than allowing to participate and discuss and explain that behavior frowning can imply that you were there to deliver a judgment rather than provide support. Instead, If your son is friendly in your body language open, it will help the employees to relax sufficiently. It's actually digestion. Feedback on acts on it maintain under enhance self esteem. Self esteem has a great impact on performance. Research has shown that people are multiple eights to a a level consistent with their perceptions of their own competence. If the employee feels that their soup are, the chances are that that's exactly what their performance will be. A manager's fee because the direct a significant impact on employees perceptions of their own competence. It therefore follows that manager who erodes an employee self esteem, even if that is not intentional, will impact negatively on the employee's performance on productivity. Likewise, among Geo enhances an employee. Self esteem will impact positively on the employee's performance on productivity, focus on behavior and not platitudes when it comes to discussions about performance, you should be very specific about what the employees saying or doing to put the focus on their behavior or actions rather than attitude or personality. This is because focusing on an employee's attitude or personality is most likely to provoke defensiveness and trigger an emotional response, such as resentment or anger, which will not encourage productive problem solving. Let's take a situation where you feel that employees not committed to their work. If you tell the employees that they are not committed, how will they know what you expect of them on? What can they do to improve? Employees will only be able to improve the former's when they actually know exactly what leads you to the conclusion that they are not committed. So instead of telling the employees they have a lack of commitment, break that down and provide examples which illustrate this outlining the impact this has on the business and their colleagues, for example, you may explain that they frequently missed deadlines, arrive late to join meetings, do not meet the required standard in a particular aspects of elements of their work. This way, you've let the employees know exactly what is unacceptable and opened up productive problem solving. The employees in this example would know that they could improve by meeting deadlines, arriving on time to join meetings, examining the standard of their work on what, what can be done to improve well in ST back balance feed but gives others information on what they're doing effectively performance of behaviors under what they could do differently to better meet expectations. Two more effects of also improve future performance results. It's not about sugarcoating feedback, which should always be accurate, factual and complete. It's spelt recognizing that feedback is more effective when it reinforces what the employees did rights and then identifies what needs to be done in the future. For example, you can start feed, but by identifying something useful or good about the employees work or behavior. However, do be aware that this will only be successful. If you believe what you're saying as long as you were genuine, simply will be more likely to listen and accept what follows. There are several benefits providing feedback in a balanced way. Constant criticism will eventually fall upon deaf ears would be unlikely to result in improvements on the other hand, balance feedback allows you to lover and recognize strengths regardless of issues or short comings. And then call on those strengths to help overcome the issues for the best way to provide balance Feed by experts also recommend that you avoid the word boats. For example, we should avoid saying something like, I think you did a good job boats and then deliver constructive feedback. This is because the positive becomes lost in the negative aspect, meaning that's much best. Deliver Bond Street back in two separate points, for example. First of all, I have to say that you explain the conditions to the client very well. The client was put eased by this, and that was ideal. Thanks. Secondly, may be better if you try and keep the meeting a little more focused on. Leave out some of the less relevant details. There's a lot to take in, and I was lost on occasion. Leaving some space between the two points also makes him seem equally important. Helped to improve. I've mentioned that effective feedback encourages productive problem solving, and you should consider offering some suggestions about the ways the employees could improve before asking their opinion. This could make the employees feel more confidence about con tributes ing and it's a good way of showing that you're listening and respecting the employees opinion. Using these key skills will increase the likelihood the employees will perceive the feet. But you give us helpful, useful UN constructive. The skills also fundamental to maintaining and enhancing the employees self confidence in creating a culture of giving and receiving feedback within your organization. Timing The timing of feedback is also very important. As I've discussed, feedback needs to focus on issues which the employee can actually do something about. This means real sign feed buck, delivering feedback in real time and as close as possible to the actual event. So, for example, let's suppose that something has gone wrong on a client has not received a document in time feed but needs to focus on the issue and also be part of helping to resolve it. Feedback. Will you watch less effective if it is, for example, delivered three months later or even worse? It's an annual appraisal, which is 10 months after the issue real time feed, but also has the advantage off making employees feel recognized and appreciated for the work they're doing now, not 10 months ago, and creating a valuable and uplifting two way dialogue with Maura Coaching Field rather than a top down assessment using technology. I'm always ready to embrace technology, and there were a number of systems and apse, which can help with employee feedback. However, I still believe there's some limitations. The systems could be a real bonus and collecting information, but what about actually delivering the feedback? The consensus seems to be that to some extent, as you'd expect data collection as a higher priority than the quality of the feed buck. This means that they're good for giving positive feedback, but a much less effective when it comes to constructive or negative feedback. This is because when you deliver constructive food, but you need to use the skills we've discussed, and at the moment they're not capable of automation. But who knows what the future will hold? Having said that they could be an excellent way of tracking performance and some enable employees input to you should at least exports some of the available options to consider whether they would work for you by way of an example, you may want to look. It's weak, dumb. That's weak. Done, dots Come this describes itself. Was being able to track weekly progress. Provide feedback? I moved everyone in a unified direction. Employees can complete information about their weekly plans, progress and problems, which you can view. It's a glance and so analyze the progress and productivity it integrates with other tools, such as base camp on asana tips to implements effective feedback. Business psychologists J. Cummings says that before you provide constructive feedback to someone, check your intentions first. Your advice as a leader or colleague must come from a place of genuine intention, team success, business growth or relationship. Building a great motus of the but processes. If your intentions are more about your personal feelings or making someone more like you, you're likely to make matters worse. While it is good toe. Want someone to improve? Making the conform to your picture of how they should be is not always a good thing. Workplace diversity is a driver of creativity. Always fights, embrace different ways of thinking and embrace innovative people. Guide them, don't change them. Consider implementing monthly coaching sessions between employees and management instead of an annual appraisal clothing company Gap Jozy Sessions, which are referred to internally, is GPS grow. Perform succeed. The idea is to focus on real sci fi, but the helps and power employees to grow. Consider using a system are up to help you track performance and which also enables the employees to make text or audio notes, a touch, documents and upload 100 notes. However, use. This is still to help and not as an excuse to pass the job over while she hides behind water cooler because you don't want to little of a feedback that no complete secession from Data law, Thank you for joining me.