For quotations, please write to us at Contact@Experiential-Training.com

Feedback Techniques Training Workshop

Winning Team Trust, Respect & Understand Each Other Well.

Feedback Techniques

<a href="" class="su-button su-button-style-default" style="color:#FFFFFF;background-color:#2D89EF;border-color:#246ec0;border-radius:2px;-moz-border-radius:2px;-webkit-border-radius:2px" target="_"blank""><span style="color:#FFFFFF;padding:0px 10px;font-size:9px;line-height:18px;border-color:#6cadf4;border-radius:2px;-moz-border-radius:2px;-webkit-border-radius:2px;text-shadow:none;-moz-text-shadow:none;-webkit-text-shadow:none"> Request Quotation</span></a>Employees are the most important resource of any organization.

Any modern day organization requires its employees to work efficiently and effectively.

Supervisors play a very important role in ensuring his/her subordinates reach their full potential.

That’s why it is required for the supervisors to provide feedback to their teams.

Feedbacks are often feared by both supervisors and subordinates because it is seen as something that can deteriorate professional relationship with someone you need to work with every day.

However, feedback, if done properly, can be a very good means to generate trust, respect, and mutual understanding without generating negative feelings.

Like any good technique, feedback also has some dos and don’ts:

 

Dos – Clear, Construction, Caring

Be positive: Feedbacks are meant to improve the situation through a positive approach to the problem. Avoid negative criticism to keep the discussion healthy.

Be timely: While recurring feedback sessions can be scheduled at a particular time, it is a good practice to provide feedback as close to the incident as possible

Prepare: Prepare all the points to be mentioned in the feedback beforehand

Start with positive: Always start feedback with a positive comment while being honest. Avoid any kind of flattery

Be direct: Feedback should be direct and fact-based. Avoid any ambiguity in the discussion.

Listen: Be an active listener by empathizing and understanding other person’s situation

Keep it short: Avoid discussing more than two topics in the feedback; it can make a person feel attacked

Invite suggestions: While providing your own suggestions for improving the situation, it is also necessary to ask the other person for his own thoughts on the subject

Follow up: Document the conversation and ensure the points discussed are implemented.

 

Don’ts – Negative, Criticize, Judgemental 

Use email: Always give feedback in person

Judge the person: Feedback is not about the person but something is done by the person, hence feedback should be about how to improve the situation

Leave the matter unresolved: At the end of the feedback session, the suggestions should be mutually agreed upon plan of action for the future.

It is also worth noting that negative feedback should be given in private while positive feedback should be given in public.

While most companies do necessitate feedbacks as part of the performance review process, giving feedback should not be restricted to performance review meetings.

Nor this opportunity should be wasted to just oblige to the policy. It should act as follow up on all the feedbacks given throughout the year.

 

Get Your Staff to Attend A Feedback Techniques Training 

Feedback is not a means to vent frustration over something was done wrong.

It’s a healthy way to find a solution to the problem mutually.

It is also a way to gain trust and respect from subordinates and colleagues.

All the fears associated with feedbacks can be avoided by explaining the reason for feedback and using proper feedback technique.

Feedback techniques training should not be seen as irrelevant exercise to fulfill organizational obligation but a tool to review your own performance as a mentor of the team.

In the end it is not about criticizing a person but suggesting improvements to others while improving our own managerial skills.

Should you need assistance or would like to find out more about our services, please send an email to Contact@Experiential-Training.com, and our trainer will contact you.

 

 

 

 

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