So what typically happens when you receive your feedback report or appraisal? You read it through, finding some parts interesting, some parts flattering, and noting some areas you could improve on. Intentions are good.
However, all too often, the report is then put to one side. Within days it is buried, forgotten, and no further action is taken. There is no impact from that.
This is what sets the my360plus feedback tool apart from a plain old 360. As an online leadership development system, you get your report, you read it, it makes sense and it clearly explained what happens next. Development areas are highlighted and actions to change behaviours are then made immediately ‘live’. The language used is plain, clear and you are put into the driving seat of your own development.
There is now a wealth of resources and development material made available at your fingertips. You move forward with developing key behaviours using live social feedback. This is achieved by sharing your goals, and selecting a few key peers to act as your mentors. They are told by the system what to look out for and how they can support you to improve your use of the high performance leadership behaviours. Real world research show that this approach maximises the chance of you reaching your development goals, and in the process encourages and develops a coaching culture.
There is no requirement to take additional time out of the office to attend training courses. You develop ‘on the job’. You steer your own development, feedback continues to be live and you can track your progress. It really is a very straightforward and easy tool to use.
“I am really excited that something so simple will have such a large impact on our leadership population and the effects will then ripple down all levels of the organisation.” Alina Sandell, Head of Talent and Transformation
My360plus is a rounded tool, focussing on strengths as well as limitations. Alina Sandell also said “One of the things about this tool is that it also highlights what people are really good at, the things that energise them, that motivate them. Helping people to build on that is going to bring huge returns of investment to the individual, their engagement, but also for the organisation”.
If you would like to organise a demo to see in just a few minutes what our innovative, robust and proven 360 feedback tool can do for you, for your team, or for your organisation please book one now at a time to suit you.
“I phoned my grandparents and my grandfather said ‘We saw your movie.’ ‘Which one?’ I said. He shouted ‘Betty, what was the name of that movie I didn’t like?’”
‘Constructive’ feedback happens to even the Brad Pitts of this world! The impact of social media is transforming our society into a community where we more readily share news and invite opinions. This more open environment also means that both giving and receiving feedback is becoming the ‘norm’. We have commented before in how to give feedback effectively, but here are our top ten tips on how should we act when we are on the receiving end:
- Be prepared. If you feel emotional, cool down before you sit down.
- Be receptive. Make it as painless as possible for the other person. Assume good intentions.
- Clarify. If you don’t fully understand the point that is being raised, question it and ask for more examples. Summarize and reflect what you hear.
- Be open. Don’t shut down and stop listening. If the feedback is given correctly it will be constructive. If feedback is objective, appropriate and useful, and you act upon it, it will help you do your job better.
- Listen! Don’t argue with the feedback or defend yourself. Understand that the comments given are someone else’s perspective. You don’t have to agree with it, but you do have to understand the reasoning.
- See it as an opportunity, not a threat. Good feedback is based upon behaviours that can be changed or improved. Seize the opportunity for behavioural development.
- AID: Be specific and remember
- ACTION: what did I do?
- IMPACT: what impact did it have?
- DO DIFFERENTLY: what needs to be done next time?
- Focus on the future. Ask for specific advice on what to do differently/ less of/ more of going forward. Ask open questions: “How could I have done this better?” “What could I do differently?”
- Review. Agree actions and timelines. Focus on the way forward and let them know you are committed to improve. Follow up and review progress.
- Thank the person giving you feedback. Let them know you valued their thoughts.
“If you’re not making mistakes, then you’re not doing anything. I’m positive that a doer makes mistakes.” John Wooden (UCLA head coach)
Feedback is a vital performance management tool yet most managers don’t like giving feedback, do it ineffectively or don’t do it at all. Why is this?
- Often it’s because a manager doesn’t have the right skills to give feedback effectively, therefore fears some sort of backlash.
- Often there isn’t a culture of excellence that makes regular feedback the norm. Many managers haven’t experienced good feedback themselves and don’t know what it looks like. “Well done,” is nice to hear – but isn’t useful feedback.
- Managers may be reluctant to take responsibility for their team members’ performance so they don’t value feedback as a management tool.
Without effective feedback, individuals have no hope of knowing what they’re doing well, what they need to do more of or less of. Performance will inevitably suffer and employee engagement and morale will drop
So what does effective feedback for employees look like?
- Regular: every day even. If you wait until a project or task is finished it may be too late to keep performance high and you’ve lost a chance to boost the individual’s skills and confidence. It is definitely not ok to only give feedback once or twice a year in a performance appraisal. Aim to make feedback part of your team’s culture… and watch performance improve.
- Factual: Hearsay, rumour or third party reporting can be disputed and can disrupt a positive feedback environment. You always need the facts, first hand.
- Specific: “Well done” tells the individual little. Which bit was well done? What made it well done? Why was it well done? To keep it specific, try using the simple mnemonic AID. Action: What the individual has actually done. Stick to the facts. Impact: The effect the individual’s actions have/had/could have. Do/Do differently: What needs to be done – more or less of the same? Or something different altogether?
- It focuses on behaviour and actions, not personality, attitude or character ie it is objective not subjective. Avoid, “You did that badly” or “you’re no good at…”. Instead suggest an action which could be improved: “That could be more effective if the xyz was deployed more quickly” or “What would have to change to make sure xyz didn’t happen next time?”
- It involves the individual and gives them responsibility for their actions. If you ask them “How do you think that went?” you will usually find they know what went well and what didn’t go well. Then you can coach them to identify ways to improve it for next time. If they are overly self-critical you have the pleasant task of explaining, using AID perhaps, why their performance was better than they thought. If they’ve missed something out, you can ask about a specific aspect of the task, “And what about xyz?” Give them a chance to tell you what they already think. Use coaching techniques where possible.
- It is often positive. Remember to give people feedback when they’re doing something well – not just when they’re doing something performance-limiting. It is just as important that people understand when and why they’re doing something useful and effective (AID is still appropriate). It makes people feel valued and reinforces effective behaviour.
- It doesn’t rely on the ‘feedback sandwich’: Positive/Negative/Positive does not always work. At best it can dilute the message; at worst it can leave the individual confused about what the key feedback actually is. If you need to feedback about something that didn’t go well, it is probably worth focusing on that issue on that occasion.
- It is timely and carried out in an appropriate location. This might mean it is done straightaway while the action is still fresh. Alternatively it may be more effective a few hours or a day or two later so that all parties are in the best emotional state to remain objective and effective. Allocate enough time, choose an undisturbed, quiet location, perhaps on neutral territory if it is likely to be a difficult conversation.
- It is a two- way street. Don’t wait for someone to give you feedback – ask for it. Make it easy for people to feel comfortable giving you feedback by asking, “What could I do more of/less of? What should I stop doing/start doing? What could I do differently?” If you hear something you weren’t expecting or difficult, you don’t have to react straightaway. Say something along the lines of, “Thanks for telling me that. I need to think about that. Can I get back to you in a few hours/days?”
- It is properly managed: it should be aligned to performance goals and reviewed. Show how the feedback can help them reach their goals and targets. If you give some feedback that prompts a change in behaviour, follow up on it to review progress.
Done regularly and effectively, feedback can be recognised as an opportunity, not a threat. People will be happy to take the rough with the smooth when they know that feedback is objective, appropriate and useful, designed to help them do their job better.