Giving effective feedback
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The document discusses the importance of providing effective feedback and outlines four steps and techniques for doing so, including setting clear objectives, observing performance, giving immediate feedback, and recognizing positive performance. It also provides tips for giving constructive feedback such as being specific, using the I technique, ending on a positive note, and recognizing improvement. The conclusion restates that meaningful feedback reinforces good performance and encourages growth.
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Giving effective feedback
- 1. Giving Effective Feedback Honey Patel
- 2. Importance of Feedback Feedback helps achieve goals, build confidence and pride, and succeed!
- 3. Four Steps to Effective Feedback Set clear and concise objectives Observe performance Provide immediate feedback Recognize positive performance
- 4. Giving constructive feedback Be specific Speak for yourself Be sincere Emphasize how actions are impactful Use I technique End on positive note Recognize improvement Recognize positive performance Be specific Expression appreciation Encourage more of the same
- 5. Feedback Techniques Exciting and relevant speech topic Well structured with clear points Use the stage more, vocal variety and engage the audience
- 6. Conclusion Providing meaningful feedback reinforces outstanding performance and encourages improvement.
Notes de l'éditeur
- Feedback helps with ‘improvement’. At toastmaster, we give each other feedback help us be better communicators and leaders. In the workplace, our managers give us feedback to be better at our job. Customers give companies feedback to improve their products and services.
- Speech projects have objectives. Annual goals/objectives are set in workplace. Personally, you can set goals.
- 1. Everyone Needs Feedback. Yes, including you. 2. Be Specific. If your feedback is general or unclear, it can be misinterpreted and that is the last thing that you want to happen. 3. Speak for yourself. PLEASE avoid speaking for others. Typically people hide behind this when they don’t have the courage to speak for themselves. 4. Don’t make it personal. Giving feedback is not an opportunity to share your personal feelings or to attack your teammates. 5. Be sincere Express how your team members’ actions affect the group and give specific examples. 6. Use the “I” technique Avoid saying “you”. This technique keeps the other person from becoming defensive and allows for more open and authentic communication. 7. Ask permission This will ensure that the person is ready and willing to receive feedback from you. 8. Keep it private Whatever you do, do not give feedback in a public setting! It’s embarrassing and unprofessional and your feedback will fall on deaf ears. 9. End on a positive note Express confidence in your team member and his or her ability to improve. 10. Think of giving feedback as giving a gift Feedback gives the recipient the opportunity to get positive insight about what they are doing well and gain understanding about what they are not doing well in order to improve.