Presented by The Solutions Group
Most difficult conversation?
Giving honest feedback
 Takes courage & energy
 Worker gets defensive
 Results opposite
Receiving feedback perception
 Unfair or off base
 Poorly timed
 Poorly delivered
3 Types of Feedback
 Appreciation
 Coaching/Instruction
 Evaluation
Appreciation
 Make it timely
 Simple verbal praise or thanks
 Written expressions by email with cc to higher-ups
 Tangible written note or card
 Tokens of appreciation
 Awards
What would your answers be?
 Question 4: “In the last seven days, have I received
recognition or praise for doing good work?”
 Question 5: “Does my supervisor, or someone at work,
seem to care about me as a person?”
 Question 6: “Is there someone at work who encourages
my development?”
Evaluation
 Reminder – this is about
performance rather than
a judgment of the
person’s character
 Necessary if one is to
maintain level of
performance
 Can serve as motivation
Coaching/Instruction Tips
 Permission first!
 How do you know that they know?
 Always check
 Coaching/Instruction Feedback
 When you are the one giving the feedback, always ask for
permission.
 May I show you another way to do this?
 I have a different method I use. May I share that with you?
 Would you like to see some other ways to do this?
Asking To Be Coached
 This is what I have done so far. Could you
tell/explain/show me how I might proceed?
 Here is my understanding of the project. Can you help
me with the next step?
 I am at a point where I could use some help. What do
you recommend?
 Other
Seeking Understanding
Take time to interpret the data
2. Share your interpretation
3. Request theirs
4. Use neutral comments and questions
1.
As the giver of feedback, you might be tempted to say:
 “This is way off! What were you thinking?”
 OR – you could go for understanding with phrases
like:
 “I’m curious to know how you arrived at this result.
Could you walk me through the process you used?”
As the receiver of feedback, you might be tempted to say:
 “I worked really hard on this project! What do you
mean, this didn’t meet expectations?”
 OR – you could use another approach:
 “That was not the response I expected. What is needed
to make it better?”
Data & Interpretation- employee
received 4 out of 5 rating
 Interpretation by Receiver of Feedback
This is the same rating I got last time, and I have worked
even harder since then. I also know that I have gained a
lot of skill in that time. I guess my hard work is not
appreciated around here.
Interpretation from Giver of
Feedback
No one gets a 5 here. Few people get a 4, and now you
have done it twice! You are doing outstanding work.
Sample Responses
1.
2.
3.
4.
5.
What does that mean for me?
What were the criteria you used?
What should I be thinking about or working on?
Can you say more about your conclusions?
Do you have suggestions for me?
Evaluation Comments
Clear Direction
What should I do?
Begin?
Continue?
Stop?
Example – effective direction?
“Mike, you are very sensitive to the needs of our clients.”
Is this effective feedback?
Polls on Effective Feedback
Clear Communication
Receiver of feedback
Giver of feedback
 “What makes you say that?”
 Back up your comment!
Ask for Feedback
 Something bothering you? It’s important!
 Validate and own your feelings
 Take charge of your destiny and speak up!
What if you are put off when you
ask for feedback?
Summary
 Appreciation, Coaching, Evaluation – use all three!
 Good feedback contains direction
 Remember to give feedback to others
 Ask for feedback for yourself
 Always aim for understanding
Thank you!