Howto Offer Constructive How to Offer Constructive

Feedback &Recognition Feedback & Recognition

Objectives
Why Constructive Feedback is Valuable to
Our Team
E i l Ch i i f Gi i F db k Essential Characteristics for Giving Feedback
Steps for Giving Feedback Effectively
H t H dl R i d F db k How to Handle Received Feedback
Recognize barriers that prevent positive
feedback feedback
Create and sustain a pattern of recognition
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Thought
I h i lif I have never in my life
learned anything from any man y g y
who agreed with me
--Dudley Field Malone
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Wh C t ti F db k Why Constructive Feedback
is 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 ti Understand 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 f Address the Root Cause of
Feedback Discussion Ineffectiveness
Managers fail to conduct constructive feedback discussions, because they avoid conflicts instead of
managing them.
C fli t A id C l Conflict 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 ti Learn How to Hold Constructive
Feedback Discussions
Three 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 ti Learn 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 ti Learn 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 ti Learn 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 ti Learn How to Hold Constructive
Feedback Discussions
How 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 k of mistakes
P l Ch t i ti f Personal Characteristics for
Giving Constructive Feedback
Becoming a trusted source
The 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 another Before you are entitled to tinker with another
persons 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. J ames Dobson
B i Th t P t P iti Barriers That Prevent Positive
Feedback
I dont have time
I dont know how to do it
I dont want to be
Its their job to complete
assignments, why should I
praise them for meeting
I dont want to be
perceived as weak by
praising others
Praising feels awkward
p ase t e o eet g
their 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
feedback
Thi l / k i
I have too many
employees/ coworkers to do
it effectively with all of
them
This employee/coworker is
motivated and doesnt need
positive feedback
I dont care whether the
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them
My employees will expect a
raise if I praise them
I dont care whether the
employee progresses or
grows
The Art of Constructive Feedback
Realize that relationships matter
Reviewassumptions Review assumptions
Relax and center yourself before the
meeting meeting
Share your intention to contribute to
th th the others 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 feedback and the giver of feedback
Direct your feedback toward behavior the recipient
can do something about
The best constructive feedback is solicited rather
than imposed
Ti 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 use what 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
done done
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
Dos and Donts of Giving Feedback
DO
BeTimely Be Timely
Be Specific
BeOpenandOffer Suggestions Be Open and Offer Suggestions
Create the right environment
Checkfor understandingandbuy in Check for understanding and buy-in
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Dos and Donts of Giving Feedback
DONT
Dont makeit personal Don t make it personal
Dont give feedback only when theres a
problem p
Dont address multiple issues in one
discussion
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Thought
Humility is Humility is
accepting the possibility
that someone else that someone else
knows something about me
that I dont knowmyself that I dont 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
Thankyou Thank you
I like what youve 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
Doors Doors
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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 balloons Cover their desk with balloons
Find out their hobby and buy some materials
or gift card to relevant store g
Buy lunch for employee and 2-3 coworkers
of his/her choice
Attendance at a conference
Tickets to USC football, Dodgers, Hollywood , g , y
Bowl
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Employee recognition rewarding Employee 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
yourself
Al 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 employee Recognize 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 y
Money Isnt Everything
By Bob Nelson By 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 adopt Feedback 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
cwfl@usc.edu
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