Follow-Up and Feedback
Definition: Feedback is a process involving the exchange of information between a supervisor and an employee about performance expectations and the performance exhibited by that individual. Feedback is not just the sharing of critical or constructive information, but also positive examples of effective performance.
Feedback should be:
Specific: It’s important that feedback is related to a specific event or instance of positive or negative performance. Rather than saying “you’re doing a good (or bad) job”, explain specifically what the individual is doing and how it is impacting the situation.
Timely: Attempt to give feedback in as timely a manner as possible. The closer to the event, the more the individual will be able to reflect on the circumstance in real time. Note, however, that you should always ask an individual if they are ready to receive feedback.
Private:Critical performance feedback should always be given in a private location, and should only be shared between you and the relevant parties. It’s also important to consider the personality of the individual to whom you’re giving feedback. Does this person tend to be defensive? Are they a morning person?
What exactly is specific feedback?
When feedback is specific it contains the three following pieces of information:
SITUATION BEHAVIOR IMPACT
Anchors feedback in time, Observable actions that can Feelings and thoughts the
place, and circumstances and be recorded (audio or video) feedback giver had, and how
helps receiver remember and allows feedback receiver the feedback giver or others
and/or understand the to know exactly what he or behaved as a result of the
context. she did that had impact feedback receiver’s behavior.
Read more about the Situation-Behavior-Impact method of giving feedback in the power point below!
Self - Directed Learning Activities
The Delicate Art of Giving Feedback (https://hbr.org/2013/03/the-delicate-art-of-giving-fee)
Feedback that Works (https://hbr.org/2009/04/feedback-that-works.html)
Harvard Business Review. (2016). HBR Guide to Delivering Effective Feedback
Stone, D., & Heen, S. (2015). Thanks for the feedback: The science and art of receiving feedback well. Penguin.
Weitzel, S. R. (2008). Feedback That Works: How to Build and Deliver Your Message. Center for Creative leadership.
10 Common Mistakes in Giving Feedback (https://www.youtube.com/watch?v=Fovrb4Y6OTI)
Self Guided Training:
Guided Learning Activities
Volunteer to mentor a new employee, during their training practice providing both positive and developmental feedback. On occasion, check in with your mentee and ask them about the effectiveness of your feedback. Is your feedback complete? Does it come at a good time?
Work with a trusted coworker or your supervisor to practice feedback messages using the SBI model. Write down some of your thoughts and then share them out loud. Get suggestions about your delivery.
Remember, you don’t need to be in a position of authority to give feedback. Practice using the SBI model to give feedback to your peers.
Feedback isn’t just for the workplace, you can practice giving effective feedback with family and in group activities outside of work.
School and Course Module:
o COM/MGT 2130 -Human Relations: This course is designed to help students become successful in predicting, understanding, and influencing the outcome of their interactions with others by better understanding themselves. The course will involve readings, group activities, class discussions and short essays to explore and analyze theoretical concepts of human relations and their application from a personal, interpersonal, and organizational perspective.
Eastern Wyoming College
o CO/M 1040 Introduction to Human Communication: This course focuses on the role of communication in current affairs, business, and personal relations. Practical application of theory to communication problems in everyday life.
o MGT 1000 Introduction to Supervision: This course seeks to develop an understanding and appreciation of the basic concepts of supervision, to include planning, organizing, human resources management, directing, and controlling. Topics covered also include motivation, delegation, leadership, communications, team-building, total quality management, and discipline.
Laramie County Community College
o MGT 1000 Introduction to Supervision: Students acquire techniques to improve or establish themselves as first-line supervisors. The student will understand and be able to apply basic management principles in solving problems encountered by first-line supervisors.
o MGT 1500 Leadership Essentials: Students develop performance-based competencies and skills needed to prepare for leadership positions in today's workplace. Topics explored include leadership communication, conflict resolution, employee and self-development, change management, coaching, managing performance problems, and team building
o CO/M 2015-Leadership Skills: This course is designed to educate specified groups in effective leadership skills. Includes discussion and practice in teamwork, communication, critical thinking and problem solving, planning, conflict management, and social responsibility.