How to Offer Constructive How to Offer Constructive Feedback & Recognition Feedback & Recognition
How to Offer ConstructiveHow to Offer Constructive Feedback & RecognitionFeedback & Recognition
Objectives Why Constructive Feedback is Valuable to
Our TeamE i l Ch i i f Gi i F db k Essential Characteristics for Giving Feedback
Steps for Giving Feedback EffectivelyH t H dl R i d F db k How to Handle Received Feedback
Recognize barriers that prevent positive feedbackfeedback
Create and sustain a pattern of recognition
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Thought…
“I h i lif“I have never in my lifelearned anything from any man y g y
who agreed with me”
--Dudley Field Malone
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Wh C t ti F db kWhy Constructive Feedbackis Valuable to Our Team
Core Values Integrity Integrity Teamwork
E ll Excellence
Continuous Quality Improvement Destructive Silence
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U d t d th V l f C d tiUnderstand the Value of Conducting Constructive Feedback Discussions
When managers fail to conduct effective feedback discussions, it often results in…
Source: CLC Learning and Development, Manager-Led Development Effectiveness Survey, 2010.
Add th R t C fAddress the Root Cause of Feedback Discussion IneffectivenessManagers fail to conduct constructive feedback discussions, because they avoid conflicts instead of managing them.
C fli t A id C lConflict Avoidance Cycle
1. We think of conflict as
bad.
5. We handle the conflict
poorly.
2. We get nervous 4. The
conflict about a conflict we
are experiencing.
3. We avoid th fli t
conflict escalates and
must be confronted.
Source: Lulofts, Roxanne S., and Dudley D. Cahn, Conflict: From Theory to Action, Allyn and Bacon, 2000.
the conflict as long as
possible.
L H t H ld C t tiLearn How to Hold Constructive Feedback DiscussionsThree key manager actions impact manager-led development.*
Impact of Action on Manager-Led Development Effectiveness
26%29%
Source: CLC Learning and Development, Manager-Led Development Effectiveness Survey, 2010.
L H t H ld C t tiLearn How to Hold Constructive Feedback Discussions
How do I conduct an open discussion?p How do I conduct an evidence-based
discussion?discussion? How do I conduct a forward-looking
discussion?discussion?
L H t H ld C t tiLearn How to Hold Constructive Feedback Discussions
How do I conduct an open discussion?
Foster an open and positive discussion Make employees feel comfortable Discuss performance weaknesses with your employees Allow employees to give their perspectives
L H t H ld C t tiLearn How to Hold Constructive Feedback Discussions
How do I conduct an evidence-based discussion?
Focus on facts Explain patterns in performance Give clear examples of strengths Explain how strengths positively impact performance
E plain conseq ences of eaknesses Explain consequences of weaknesses
L H t H ld C t tiLearn How to Hold Constructive Feedback DiscussionsHow do I conduct a forward-looking
discussion? Provide tangible steps to address
weaknesses Motivate employees to avoid future mistakes Show how strengths can improve
weaknesses Set concrete steps to resolve consequences
f kof mistakes
P l Ch t i ti fPersonal Characteristics forGiving Constructive Feedback
Becoming a trusted sourceThe “3 B s” The “3 B-s” Benign Beneficial Benevolent
Privacy, dignity and discretion
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Thought…“The right to criticize must be earned,
even if the advice is constructive in nature.Before you are entitled to tinker with anotherBefore you are entitled to tinker with another person’s self-esteem, you are obligated first to
demonstrate your respect for him/her as a person.When a relationship of confidence has been carefully
constructed, you will have earned the right to discuss a potentially threatening topic.p y g p
Your motives will have been thereby clarified.”
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--Dr. James Dobson
B i Th t P t P itiBarriers That Prevent Positive Feedback I don’t have time I don’t know how to do it I don’t want to be
It’s their job to complete assignments, why should I praise them for meeting
I don t want to be perceived as “weak” by praising others
Praising feels awkward
p a se t e o eet gtheir job requirements?
Our employees already know they are doing a good j b Praising feels awkward
Nobody gives me positive feedback; I have no role model
job I feel silly giving positive
feedbackThi l / k i
I have too many employees/ coworkers to do it effectively with all of them
This employee/coworker is motivated and doesn’t need positive feedback
I don’t care whether the
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them My employees will expect a
raise if I praise them
I don t care whether the employee progresses or grows
The Art of Constructive Feedback
Realize that relationships matter Review assumptions Review assumptions Relax and center yourself before the
meetingmeeting Share your intention to contribute to
th th ’the other’s success
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The Art of Constructive Feedback
Clarify expectations Ask questions Ask questions
(and listen to the responses) Speak respectfully Speak respectfully See the positive as well as the negative
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Essentials of Constructive Feedback Describe rather than evaluate Be specific rather than general Focus on the behavior rather than on the person Feedback must reflect the needs of both the receiver
and the giver of feedbackand the giver of feedback Direct your feedback toward behavior the recipient
can do something about The best constructive feedback is solicited rather
than imposedTi i i i t t
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Timing is important
Essentials of Constructive Feedback Share information instead of giving advice The amount of information should be appropriate to
what the receiver can usewhat the receiver can use Focus on what is said and done, or how it is said or
done, not on your assumption of why it was said or donedone
Check to determine the degree of agreement from others
Follow up feedback by paying attention to the consequences of the feedback
Constructive feedback leads to authenticity
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Constructive feedback leads to authenticity
Do’s and Don’ts of Giving Feedback
DO… Be TimelyBe Timely Be Specific Be Open and Offer Suggestions Be Open and Offer Suggestions Create the right environment Check for understanding and buy in Check for understanding and buy-in
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Do’s and Don’ts of Giving Feedback
DON’T… Don’t make it personalDon t make it personal Don’t give feedback only when there’s a
problemp Don’t address multiple issues in one
discussion
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Thought…
“Humility isHumility is…accepting the possibility
that someone elsethat someone elseknows something about methat I don’t know myself”that I don t know myself
Anonymous
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--Anonymous
Types of Employee Recognition
Personal acknowledgement Public acknowledgement Public acknowledgement Free types of rewards
M tl f t f d Mostly free types of rewards Low cost rewards
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Types of Employee Recognition
Personal acknowledgement Spoken Spoken
Nice job Thank you Thank you I like what you’ve done here A f D Ch i t ll Arrange for Dean or Chair to call
Written Personal note or card
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Types of Employee Recognition
Public acknowledgement Give credit for contributions to a Give credit for contributions to a
project Develop a “behind the scenes” award Develop a behind the scenes award
ABCD Award – Achievement Behind Closed DoorsDoors
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Types of Employee Recognition
Mostly-free types of rewards Half-day off Half day off Cook a meal for them (not catered or
store bought but by your own hand)store-bought, but by your own hand)
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Types of Employee Recognition
Low cost rewards Cover their desk with balloonsCover their desk with balloons Find out their hobby and buy some materials
or gift card to relevant storeg Buy lunch for employee and 2-3 coworkers
of his/her choice Attendance at a conference Tickets to USC football, Dodgers, Hollywood , g , y
Bowl26
Employee recognition – rewardingEmployee recognition – rewarding your best people. Identify the people who are critical to
helping you grow your business Determine what incentives are most
important to your key people List all of the reward programs that currently
exist in your company Match the reward to the person Match the reward to the achievement.
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Be timely and specific
Basic Motivating Principles Motivating employee's starts with motivating
yourselfAl k li l f h Always work to align goals of the organization with goals of employees
Motivation of your employees means Motivation of your employees means understanding what motivates each of them
Recognize that supporting employeeRecognize that supporting employee motivation is a process, not a task
Walk the talk
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Criticize behavior, not people
Book recommendation
1001 Ways to Reward Employees: p yMoney Isn’t Everything
By Bob NelsonBy Bob Nelson
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What motivates employees?
Autonomy Mastery
Purpose Purpose
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Activity: Break-Out Groups
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Feedback Challenge
What one new trait of Constructive Feedback will you adoptFeedback will you adopt…
Immediately?I h? In one month?
This year?
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Speaking of feedback…
How did we do?
Contact info Center for Work & Family Life 213 821 0800 213-821-0800 [email protected]
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