1. Providing Feedback toProviding Feedback to
Improve PerformanceImprove Performance

2. Course Objectives
 Describe how feedback can
influence performance.
 Structure feedback using the STAR
methodology.
 Demonstrate the STAR method for
giving performance feedback

3. Self Assessment
How effective are you at giving performance feedback?
Rarely Sometimes Often
1.I pick an appropriate time & place to give
feedback
2. I provide specific, detailed information about a
person’s behaviour or performance.
3. I explain the impact the actions are having on
the team or organization.
4. I clarify my expectations if there is any confusion
about the behaviour in question.
5. I provide input as needed in developing an action
plan for meeting behavioural or performance goals.
6. I focus on the steps of the feedback process to
keep the dialog on track.

4. Why Give Feedback?Why Give Feedback?

5. Feedback Model
Action / Alternative Action
Results / Enhanced Results
Situation / Task

6. ST: Situation/Task
Describe the specific situation or task the feedback will reference
Concentrate on the behaviour, not the person
Prioritize the feedback
Example: “During yesterday’s presentation, I didn’t feel very supported
When you said that I didn’t know what I was talking about”

7. A:A: ActionAction
Be prepared to discuss the specific action the individual may take for future.
Offer alternatives
Example: “ For next time, I would ask that you pull me aside before hand
So that we could align on our ideas and present a united front.”’

8. RR: Result: Result
 What is the desired impact or result that you would like to achieve?
Focus on what can be changed for next time
Be prepared to discuss why an alternative action might be more effective
Example: “ If we work together and align our ideas, we are more likely to
Win the project for our department”

9. Video Recap
 How did the supervisor utilize the
STAR model?
 Using the STAR model what could
the supervisor have done
differently?

10. Role Play
A supervisor become upset at an
employee who consistently makes
typing errors. “ Don’t you know
anything about the English
language?” he yells. The manager
slams a recently typed document on
the employee’s desk and stalks off;
the specific typing errors are never
discussed.

11. Feedback Errors
 Feedback was in the form of
criticism
 Attacking the employee’s personal
qualities
 Venting emotion by yelling
 Employee still has no clarification on
what errors were made
 Creates distrust and hostility

12. Keeping the Skills Alive
 Would you use the STAR
model?
 What are three tactics you have
learned in giving feedback that
you will use in the future?

13. Keeping the Skills Alive
 Would you use the STAR
model?
 What are three tactics you have
learned in giving feedback that
you will use in the future?

14. Summary
 Understand STAR method of giving
performance feedback
 Knowledge on how to structure
feedback to support improved
performance
 Understand how to utilize feedback
to encourage good performance