Providing Feedback to Providing Feedback to Improve PerformanceImprove Performance

Course Objectives

Describe how feedback can influence performance.

Structure feedback using the STAR methodology.

Demonstrate the STAR method for giving performance feedback

Self AssessmentHow 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.

Why Give Feedback?Why Give Feedback?

Feedback Model

Action / Alternative Action

Results / Enhanced Results

Situation / Task

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 supportedWhen you said that I didn’t know what I was talking about”

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 handSo that we could align on our ideas and present a united front.”’

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”

Video Recap

How did the supervisor utilize the STAR model?

Using the STAR model what could the supervisor have done differently?

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.

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

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?

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?

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