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How to give_effective_feedback
1. How (not) to give effective team feedback
David Patient
Jan 15, 2013
2. “Nobody likes performance reviews …. The
result. Everyone keeps quiet and says as little
as possible. That‟s unfortunate, because
most people need help figuring out how they
can improve their performance and advance
their careers.”
5. Does this sound familiar ...?
• More work
• Less time
• Less money
• Fewer people and resources
• More competition
6. Why teams don’t work
Research consistently shows that teams
underperform, despite all the extra resources they
have. That‟s because problems with coordination
and motivation typically chip away at the benefits of
collaboration.
7. Why give feedback
• To diagnose problems (accurate)
• To improve future behavior (specific)
• To reward past behavior (fair)
8. Does feedback work?
• To diagnose problems (accurate)
• To improve future behavior (specific)
• To reward past behavior (fair)
Often, no. Not at all.
10. Conflicting goals
Manager
• Avoid conflict, maintain relationship
• Provide ways to improve
• Motivate employee
Employee
• Learn ways to improve
• Avoid criticism
• Obtain help from manager
11. Obstacles to feedback
• Not clearly stated
• Not regarded as accurate
• Not accepted as fair
• Not properly explored
• Not related to team goals, benefits, rewards
• Not seen as developmental
12. Overall approach
Take feedback seriously.
Give feedback regularly.
Prepare.
Problem solving focus.
Establish goals.
13. Pay attention to
Time and place.
Positive.
Simple language.
Specific behaviors.
Listen.