Giving Performance Feedback

Giving Effective Performance Feedback

 

Giving effective Performance Feedback Albury Wodonga

 

One of the key roles and duties that a Supervisor or Manager is asked to undertake is to manage the performance of others. It is also one of the most difficult and challenging roles you have to perform. Not least because often the people you are now managing were once your peers/colleagues.  What do you do when someone doesn’t do what you’ve asked them to do?  What do you do, when they repeatedly fall below the required standard of work you or your organisation expects?

 

How you successfully handle this, will go a long way to determining your success in the role.

 

Do you dread those one on one performance feedback discussions?  Have you ever left a feedback session and wished you had handled it better?

 

The purpose of any feedback we give of course is to improve or perhaps maintain performance by another person. In our Giving Effective Performance Feedback training workshop, we give you the tools to make that a whole lot easier! Giving timely and effective performance feedback is critical in improving the performance of your staff.

 

Workshop Outline

 

Understand Performance Feedback

Develop a clear understanding of the nature and purpose of giving performance feedback

Understand the benefits of giving performance feedback

 

Revisit – Communication Basics

Communication basics and why sometimes we get it wrong!

 

Formal & Informal Feedback

Understand the value of informal feedback. How and when?

 

Guidelines for Giving Good Feedback

Step by step guidelines for giving effective performance feedback. We follow a 10 Step Process you can use as a guideline when managing the performance feedback process.

 

Using “I” Statements

Using the right language is critical if you want to keep the discussion focussed and positive.

 

Focus on behaviour

The focus for any discussion must be on the behaviour you observed and NEVER on the person. Or put another way; on the problem and not the person. Sounds simple enough, but sometimes just identifying the behaviour can be challenging…

Overcoming Barriers to Giving Feedback

Overcoming internal resistance to giving feedback

 

Using Situation Behaviour Impact Model (SBI)

Use the SBI model of giving Feedback or we work with your model. A chance to practice!

Simple SBI Planning Template

 

Features

  • 1/2 Day Training Workshop
  • Comprehensive Training Manual supplied
  • 4 Weeks of post training support