FEEDBACK

WHY DO WE GIVE AND RECEIVE FEEDBACK?

Feedback has a direct impact on our work:
Gives us specific information to help us improve.
Strengthens relationships.
The feedback should be presented in a manner
that enables individuals to recognize and accept
its factual nature.
Positive feedback should be given on the things
that the individual did well in addition to areas
for improvement.
People are more likely to work at improving their
performance and developing their skills if they
feel empowered by the process.

Effective and timely feedback is a critical

component of a successful performance
management program and should be used in
conjunction with setting performance goals.
If effective feedback is given to employees on
their progress towards their goals, employee
performance will improve.
People need to know in a timely manner how
they're doing, what's working, and what's not.

ROLES IN GIVING AND RECEIVING

EFFECTIVE FEEDBACK

Staff Member
Monitor own performance, seek performance information, apprise
supervisor of successes, shortcomings, and needs
Act on feedback received
Supervisor
Provide clear feedback on an ongoing and often informal basis
Ensure that staff member understands expectations
Institution
Create a consistent language for getting and giving feedback
Establish a No Fear culture where staff can feel comfortable sharing
and receiving frank feedback
Ensure supervisors model a feedback culture

360 FEEDBACK
Also known as multisource feedback, 360-degree
is assessed and feedback is given by a number of
people who may include their manager,
subordinates, colleagues and customers.
Expert counseling and coaching for individuals as
a result of the feedback may be provided by a
member of the HR department or an outside
consultant.
Feedback can come from many different sources:
managers and supervisors, peers, and customers
just to name a few.

POSITIVE PERFORMANCE FEEDBACK EXAMPLE

DIMENSION

EXAMPLE OF COMMENTARY

Expectation

Rohan, you are expected to make a 15-minute

presentation to students every Friday about the
services our office provides.

Observation

Ive noticed that you are always well prepared, and

consistently arrive several minutes early to greet
students and make them feel welcome.

Assessment

This is excellent and demonstrates a commitment to

your job, representing our office positively, and serving
our customers.

Consequence

Id like to use this as a model for how we conduct all of

our presentations.

CONSTRUCTIVE FEEDBACK
Constructive feedback is information-specific,
issue-focused, and based on observations.
Constructive feedback is crucial to career
development, employee satisfaction, employee
retention and employee motivation.
Employee feedback should be given as frequently
as possible; both formally through the annual
performance review forms and ensuing
discussions, but also informally through ongoing
conversations and coaching.

CONSTRUCTIVE PERFORMANCE FEEDBACK EXAMPLE

DIMENSION

EXAMPLE OF COMMENTARY

Expectation

As a member of the Project Team, one of your expectations

is to participate actively in team meetings.

Observatio
n

During the last half dozen meetings, you barely said

anything, although you are clearly listening and taking
notes during the discussions.

Assessment

This doesnt meet the expectations for your role. You should
be contributing your thoughts and providing insights into
how our recommendations will affect your department.

Consequenc
e

It is important that you be more participative. If this

doesnt improve fairly quickly, we will have to reconsider
your role on the project team.

Tips for Receiving Feedback Successfully

Ask for feedback on an ongoing basis.

Feedback should not be a one-sided conversation.

Managers should be prepared to allow the employee to

provide their input into the situation and to actively listen as
they do so and ask appropriate questions.
Listen for understanding. Clarify what the feedback means.
Respond to feedback. Share your own views. Jointly agree on
ways to improve.
Thank the person for giving the feedback. Show appreciation.