Learn about some feedback techniques
Posted: Mon Jan 20, 2025 9:42 am
Rodolfo, who has been with the company for 8 months, has been achieving his goals month after month. He is a highlight of the team of assistants and is on a good path towards promotion.
For this reason, due to her productivity and efficiency, her leader praises her for the results she has brought to the company.
It is a way to motivate yourself, position it as a relevant part of the company's strategy and also serve as motivation for your colleagues.
Now, how will you apply organizational feedback? There are different techniques that can be useful at the desk.
As we mentioned, a vertical feedback policy based on hierarchy is often not enough.
It is possible to diversify the method of evaluating the performance of your employees and also of your leadership. Among the main techniques, we can mention:
360º Comments
A 360-degree evaluation is a tool that seeks to provide a complete view of someone's performance.
It works like this: the employee in question receives multiple anonymous and confidential evaluations of his work from people who work around him.
It is common to include coworkers, direct reports, clients you serve, and also your leaders.
In addition, the person being evaluated often makes a self-evaluation of his or her work.
In this way, it is possible to obtain a magnified view of croatia whatsapp data your strengths and weaknesses.
In addition, the 360° feedback system helps the company and the evaluator to create an individual development plan.
It is widely applied to professionals in leadership positions, but can also be used with employees in different positions.
Sandwiches Comments
The feedback sandwich has a name that is at least curious, but you will understand why.
In this technique, a superior, leader or even colleague “packages” constructive criticism or negative feedback between two positive comments.
That is, the person begins by offering positive feedback, follows up with a negative or constructive comment, and ends with another positive feedback.
This is a very popular technique in companies, but it faces some resistance, especially from those who are just beginning to specialize in the subject.
The main argument is that any professional assessment should be based on a comment straight to the point.
So if it's to offer negative feedback, let it be a meeting just to address that issue.
SCI Feedback
SCI feedback is aimed at developing leadership in an organization's employees. The acronym refers to the pillars that the technique works on: situation, behavior and impact.
Situation : The first part of the assessment seeks to contextualize the situation that revealed the need for conversation. Something like, “ You failed to exceed your goals for the past month… ”
Behavior : Now, it’s time to describe the employee’s behavior in the situation. Non-judgmental, based on non-violent language. It would be something like: “You were unable to exceed your goals last month. I noticed that you seem unmotivated and that there were some delays in arriving at work… ”
Impact : This is the part where the feedback officer explains the results of the behavior of the person being evaluated. Here, it is essential to explain that this is a personal perception.
In the end, SCI's feedback would be like this:
“ You failed to exceed your goals last month. I noticed that you seem unmotivated and that there were some delays when you arrived at work. I would like to understand the situation as it affects the results of our industry and also on the progress of projects, causing delays that are detrimental to some colleagues and the overall quality of our deliveries .”
At the end of the conversation, it is essential that the person responsible for carrying out the procedure tries to find, together with those being evaluated, ways to improve, avoid or circumvent similar situations.
How to give feedback?
Now that you know more about the theory behind organizational feedback, do you have any ideas on how to start conducting employee evaluations?
We've put together some recommendations to help you deliver feedback more efficiently, train employees, and be able to change their behaviors. Let's go, shall we?
First, choose a technique to apply to your business, as well as a frequency for feedback;
Before any meeting, prepare and understand exactly what points to cover;
If you need an employee to improve performance, address only one major improvement at a time;
When discussing employee performance, link employees' failures to their actual impact on the business and the daily work of coworkers;
Feedback should result in an action plan with pre-planned feedback sessions at regular intervals;
In a performance review environment, provide positive and constructive feedback, providing opportunity for discussion.
How to give feedback to the boss? And to the company?
Feedback isn't just a top-down process. Employees may come together to pass on an evaluation to the boss or the company as a whole.
But how to do it?
Without feet behind, you can adopt some techniques for this, such as 360° feedback, so it anonymizes the reviews and opinions, making the process more pleasant.
However, the premise of the conversation remains the same: to base the arguments on objectivity, clarity and sincerity.
For this reason, due to her productivity and efficiency, her leader praises her for the results she has brought to the company.
It is a way to motivate yourself, position it as a relevant part of the company's strategy and also serve as motivation for your colleagues.
Now, how will you apply organizational feedback? There are different techniques that can be useful at the desk.
As we mentioned, a vertical feedback policy based on hierarchy is often not enough.
It is possible to diversify the method of evaluating the performance of your employees and also of your leadership. Among the main techniques, we can mention:
360º Comments
A 360-degree evaluation is a tool that seeks to provide a complete view of someone's performance.
It works like this: the employee in question receives multiple anonymous and confidential evaluations of his work from people who work around him.
It is common to include coworkers, direct reports, clients you serve, and also your leaders.
In addition, the person being evaluated often makes a self-evaluation of his or her work.
In this way, it is possible to obtain a magnified view of croatia whatsapp data your strengths and weaknesses.
In addition, the 360° feedback system helps the company and the evaluator to create an individual development plan.
It is widely applied to professionals in leadership positions, but can also be used with employees in different positions.
Sandwiches Comments
The feedback sandwich has a name that is at least curious, but you will understand why.
In this technique, a superior, leader or even colleague “packages” constructive criticism or negative feedback between two positive comments.
That is, the person begins by offering positive feedback, follows up with a negative or constructive comment, and ends with another positive feedback.
This is a very popular technique in companies, but it faces some resistance, especially from those who are just beginning to specialize in the subject.
The main argument is that any professional assessment should be based on a comment straight to the point.
So if it's to offer negative feedback, let it be a meeting just to address that issue.
SCI Feedback
SCI feedback is aimed at developing leadership in an organization's employees. The acronym refers to the pillars that the technique works on: situation, behavior and impact.
Situation : The first part of the assessment seeks to contextualize the situation that revealed the need for conversation. Something like, “ You failed to exceed your goals for the past month… ”
Behavior : Now, it’s time to describe the employee’s behavior in the situation. Non-judgmental, based on non-violent language. It would be something like: “You were unable to exceed your goals last month. I noticed that you seem unmotivated and that there were some delays in arriving at work… ”
Impact : This is the part where the feedback officer explains the results of the behavior of the person being evaluated. Here, it is essential to explain that this is a personal perception.
In the end, SCI's feedback would be like this:
“ You failed to exceed your goals last month. I noticed that you seem unmotivated and that there were some delays when you arrived at work. I would like to understand the situation as it affects the results of our industry and also on the progress of projects, causing delays that are detrimental to some colleagues and the overall quality of our deliveries .”
At the end of the conversation, it is essential that the person responsible for carrying out the procedure tries to find, together with those being evaluated, ways to improve, avoid or circumvent similar situations.
How to give feedback?
Now that you know more about the theory behind organizational feedback, do you have any ideas on how to start conducting employee evaluations?
We've put together some recommendations to help you deliver feedback more efficiently, train employees, and be able to change their behaviors. Let's go, shall we?
First, choose a technique to apply to your business, as well as a frequency for feedback;
Before any meeting, prepare and understand exactly what points to cover;
If you need an employee to improve performance, address only one major improvement at a time;
When discussing employee performance, link employees' failures to their actual impact on the business and the daily work of coworkers;
Feedback should result in an action plan with pre-planned feedback sessions at regular intervals;
In a performance review environment, provide positive and constructive feedback, providing opportunity for discussion.
How to give feedback to the boss? And to the company?
Feedback isn't just a top-down process. Employees may come together to pass on an evaluation to the boss or the company as a whole.
But how to do it?
Without feet behind, you can adopt some techniques for this, such as 360° feedback, so it anonymizes the reviews and opinions, making the process more pleasant.
However, the premise of the conversation remains the same: to base the arguments on objectivity, clarity and sincerity.