FEEDBACK RESEARCH

 

 

Verbal Feedback

 

Action: Train managers to separate constructive feedback and positive reinforcement. Ditch the feedback sandwich (giving negative feedback surrounded by positive feedback).

 

 

Action: To improve manager feedback, ensure managers keep track of their team members key performance episodes, projects, and milestones. 

 

Action: Train managers to give feedback immediately following a performance event. 

 

 

Action: Preface feedback with the following 19-word sentence to make your feedback 40% more effective: "I'm giving you these comments because I have very high expectations and I know that you can reach them."

 

Action: Create a culture of asking for feedback. Start the momentum by having all managers ask for feedback from their peers and team members during 1:1's. Then encourage all team members to ask for feedback closely following a workplace event (ex: a meeting, a presentation, etc...) from one or multiple peers. 

1:1's

Action: Train managers to schedule, conduct and keep weekly 1:1's with each of their team members.  

Performance Management

Action: [Inspired by Deloitte] At the end of every project, or once a quarter, ask managers 4 questions about their team members:

  1. Given what I know of this person's performance, and if it were my money, I would award this person the highest possible compensation increase and bonus [Answer Option: Five-point scale from "strongly agree" to "strongly disagree"].

  2. Given what I know of this person's performance, I would always want him or her on my team [Answer Option: Five-point scale from "strongly agree" to "strongly disagree"].

  3. This person is at risk for low performance [Answer Option: Yes/No].

  4. This person is ready for a promotion today [Answer Option: Yes/No].

After you've asked these 4 questions, validate this feedback with two objective performance measures. For example, for sales reps, measure calls and revenue. 

 

 

 

Action: Learn from success and investigate the root causes of high performance. When a win is achieved, investigate what led to it with the same rigor that applies to understanding the causes of failure. 

 

Goals

Action: Set goals on Monday.

Action: Set SMART goals. Goals must be specific and challenging but realistic. 

 

 

Action: Goal monitoring is just as important as goal setting. Physically record and track progress to encourage goal monitoring. Make goals and progress public and visible. 

Did you find this helpful? Please share in the comments below!

© 2018 by The Deep Feedback Movement