Workplace Gold Ch. 14- Delivering Feedback Flashcards
Feedback can even be neutral (meaning neither recognition nor criticism) when it provides: (3)
- Instruction
- Direction; or
- An opportunity for job related interaction between a subordinate and a supervisor
Feedback can be informal or formal. It can be in the form of recognition, or in the form of (blank, blank, or blank)
criticism, correction, or a requirement to improve.
Supervisors attempting to provide feedback to their employees should consider the following guidlines: (8)
- Focus on behaviors, not attitudes.
- Be specific (about the behavior that you observe that deserves recognition or criticism or requires improvement)
- Offer solutions when needed, not just criticism
- Face- to- face (Email should NOT be used to provide so-called constructive criticism, negative feedback, or complaints about behavior and performance.
- No Email Tag: Do not get sucked into playing email tag with subordinates. The best response to such emails is “Come and see me when you get a chance.” Let the employee know you are willing to have a discussion, just not by email.
- Empathy- be aware of your impact
- Keep you goal in mind: It is important to understand that your feedback may not always be appreciated by that employee. It is essential to maintain your professionalism throughout the discussion.
- Short and Sweet: (or at least concise and professional).
Employees make mistakes or fail to do what you ask because of one of three things:
- They lack resources; supervisor might help in addressing that problem
- They lack knowledge; may be corrected by formal training or on-the-job instruction
- They lack desire; criticism and correction may be warranted, but often what is needed most is a caring supervisor that helps find a solution to the problem, or at lest helps the employee find a solution.
Face to face, in-person feedback provides the clearest form of communication. Face to face feedback allows your subordinates to hear not only the words spoken, but:
the tone in which they are delivered.
Besides increasing the effectiveness of your feedback delivery, face to face feedback allow you the opportunity to:
observe your subordinate’s response.
Your goal in providing any negative or corrective feedback is simply to:
improve their future behavior.
Ideally, you identify the problem and help the employee correct the problem, so you do not have to repeat the same discussion in the future.
Occasionally, an employee did a great job at something unrelated to your corrective feedback. You might think it a perfect opportunity to give recognition at the same meeting to balance out the negative feedback just delivered. DO NOT:
confuse your message! You are not discussing the employee’s overall behavior or performance. You are discussing a specific situation that you want to prevent from repeating!
Feedback:
Focus on behaviors, not:
attitudes.
Feedback:
Be specific about the behavior that:
you observe that deserves recognition, or criticism/ requires improvement
Feedback:
Offer solutions when needed, not just:
criticism.
Do not get sucked into play email tag with a subordinate. The best response to such emails is:
“Come and see me when you get a chance.”
Let the employee know you are willing to have a discussion, just not by email.
Feedback
Empathy- be aware of your:
impact.
Keep you goal in mind: It is important to understand that your feedback may not always be appreciated by that employee. It is essential to:
maintain your professionalism throughout the discussion.
Feedback:
Short and sweet, or at least:
concise and professional.
Employees make mistakes or fail to do what you ask because of one of three things:
- They lack resources
- The lack knowledge
- They lack desire
Employees make mistakes or fail to do what you ask because of one of three things:
- They lack resources- a supervisor might:
help in addressing that problem
Employees make mistakes or fail to do what you ask because of one of three things:
- They lack knowledge- may be corrected by:
formal training or on-the-job instruction.
Employees make mistakes or fail to do what you ask because of one of three things:
- They lack desire- Criticism and correction may be required, but often what is most needed is:
a caring supervisor that helps find a solution to the problem, or at lest helps the employee find a solution.
What provides the clearest form of communication?
Face to face, in- person feedback.
What types of feedback can be provided by a supervisor?
- Informal
-Formal
-Recognition
-Criticism
-Correction
- Neutral
What should feedback focus on?
Behaviors.
Why should supervisors avoid addressing attitudes in feedback?
They are subjective and difficult to measure.
How should feedback be communicated?
Be specific about observed behavior.
What should be provided along with criticism when needed?
Solutions.
What might likely cause an employee to fail in their tasks?
Lack of resources, knowledge, or desire.
What is not a recommended use of email?
Providing negative feedback of constructive criticism.
Why should face to face communication be used for negative feedback?
It allows for clear communication and observation of response.
What is a drawback of using email for negative feedback?
It can be misunderstood and lead to a loss of trust.
How should a supervisor handle an email with aggravating comments from a subordinate?
Invite the employee for a face to face discussion.
What impact should supervisors be aware of when giving negative feedback?
The criticism may feel harsh to the employee.
What is the primary goal of providing negative or corrective feedback?
To improve future behavior.
What should a supervisor avoid expecting from an employee during feedback session?
An apology.
What should employees leave with after a feedback session?
Self- respect.
How should feedback meetings be conducted?
Concise and professional.
What should be avoided in feedback meetings to not dilute the message?
Pointless, feel- good conversations.
What type of comments should be avoided at the end of a feedback meeting?
Watering down the message.
When is it not appropriate to give recognition during a feedback session?
When trying to balance out negative feedback.
What should supervisors avoid mixing in a feedback session?
Recognition and corrective feedback.
What phrase is suggested to avoid email tag?
“Come and see me when you get a chance”
What is lost when communication is done via email instead of face to face?
Nuances in tone and body language.
What is one reason why employees might not respond to negative emails?
To avoid conflict.
What should be the tone of the closing comments in a feedback meeting?
Courteous and professional.
What should a supervisor do if a subordinate denies making a mistake?
Maintain professionalism and focus on improvement.
What is the purpose of corrective feedback?
To improve future performance.
What might be a reason for an employee’s failure that a supervisor can help with?
Lack of resources.
What should a supervisor do if the employee lacks the desire to do the job?
Provide criticism and correction.
What is a potential negative outcome of using email for feedback?
It can lead to misunderstandings.
What is a key consideration when providing feedback?
Keeping the discussion professional and concise.
