Drive performance with these powerful feedback techniques
Hello,
As a manager, providing feedback to your team is crucial for driving high performance. But how do you give honest feedback that truly benefits your team? In this month's newsletter, we've got you covered with key takeaways from Dave Kline's playbook. We'll show you how to deliver constructive criticism that inspires growth and development.
But feedback isn't just about giving it out; it's also about receiving it. Learn how to receive feedback like a pro, so your team knows you're invested in their success. And don't forget about the importance of selecting the right competencies when using ReviewBuilder. We've created a competency dictionary to help you navigate and choose the best options for your team. Trust us, mastering the art of feedback is a skill that every great manager needs.
Best wishes,
Team ManageBetter
How to give honest feedback that drives high performance
As a leader, one of the most important things you can do is provide feedback to your team members. It's crucial to give honest feedback that drives high performance, but it's not always easy to do this effectively. Recently, Dave Kline, the founder of MGMT Accelerator, shared his playbook on giving feedback that truly benefits your team.
Here are the key takeaways from his playbook that we feel every manager should know:
Intentions matter
Feedback should only be given if your goal is to help your employee produce a better outcome. If you're only giving feedback to vent or share frustration, it's better to wait until your intention returns to benefiting your employee. When giving feedback, be sure to give positive feedback to reinforce good behaviors, and constructive feedback to help your employee improve.
Don’t have secret expectations
Set clear employee expectations and make them known to your team. Feedback based on never communicated or poorly communicated expectations is unfair to the receiver and can cause defensiveness. Including your employee's input when setting expectations increases buy-in and ownership.
Don’t make assumptions
Don't assume that you know the answer to why someone did something. Take the time to ask and find out. Our assumptions are clouded by our experiences, preferences, and biases.
Dave Kline also provided a helpful formula for giving honest feedback that drives high performance. The formula consists of three parts:
1. The question
Ask your employee “How did this go compared to your expectations?” Giving your employee the chance to self-assess and share their point of view first can help them recognize where they came short and discuss how they plan to improve.
2. The observation
Use this framework when talking about observations. "When you _____, I experienced _____, and that resulted in _____."
When you _____.
Talk about what you observed and stick to the facts only.
I experienced _____.
Talk about what you perceived, how you felt, and your opinion of the situation (not your opinion of the employee).
That resulted in _____.
Talk about the outcome, ideally a measurable business result.
Avoid providing multiple points of criticism which can be overwhelming and feel like an attack. Avoid using ambiguous or uncertain language that can undermine the effectiveness of the feedback.
3. The response
After giving feedback, ask questions to check for understanding to ensure you’re on the same page. f the employee's response doesn't match your expectations, realign with them on the key takeaways and next steps.
We hope these insights help you give feedback that truly benefits your team. Remember, feedback is a gift that can help your team grow and improve, so use it wisely.
The art of receiving feedback like a pro
Receiving feedback is just as important as giving it. It's a two-way street, and it's important to approach it with an open mind and a willingness to learn. The way you receive feedback can impact your team's willingness to give you feedback in the future. So how can you receive feedback in a way that is both productive and growth-oriented?
Here are some tips to keep in mind:
First, listen actively. This means giving the employee your full attention, avoiding distractions, and really hearing what they have to say. Don't interrupt, and don't get defensive. Instead, try to understand their perspective and ask questions to clarify their feedback.
Next, stay calm. Receiving feedback can be challenging, especially if it's critical or negative. But it's important to approach it objectively and avoid getting emotional. Remember that feedback is an opportunity for growth, and try to see it as a positive thing.
Third, express gratitude. Regardless of the content of the feedback, it's always important to thank the employee for their input. This shows that you value their perspective and are committed to improvement.
Fourth, ask for specific examples. If the feedback is vague or general, it can be helpful to ask the employee for specific examples so you can better understand the behavior or situation that led to the feedback.
Finally, take action. Feedback is only valuable if you act on it. Be proactive in making changes to your behavior, seeking additional feedback or coaching, or implementing new processes or procedures. By taking action, you'll show that you're committed to growth and improvement, and you'll be more likely to see positive results over time.
Remember, receiving feedback is an opportunity to grow and improve as a manager. So keep an open mind, stay calm, express gratitude, ask for specific examples, and take action.
Accurately define competencies for better feedback
Providing feedback can be a daunting task, but with ReviewBuilder, it becomes effortless to deliver constructive feedback to your team. With over 3,000 feedback phrases, classified into more than 30 categories, you'll be sure to find the perfect words to convey your message. However, our tool goes beyond just providing you with an extensive library of phrases. ReviewBuilder also offers you the ability to filter the phrases based on competency and mastery level, allowing you to customize feedback for each team member's specific needs.
By choosing the right competency, you'll be provided with the most appropriate feedback phrases to choose from, making your feedback more accurate and relevant. To learn more about how we categorize each competency, read our detailed definitions from our competency dictionary and improve your feedback skills.