Yesterday I facilitated a workshop for a client on how to give effective feedback during performance appraisal time. It was an interesting session because while they were expecting to be "told" what is the right way to give feedback, I made the whole process a totally discussion oriented workshop.
I did have around 40 slides regarding feedback, goal setting and coaching but a conversation with my contact person made me aware that what these people needed was not knowledge but to confront their issues with giving feedback.
Feedback is a tricky business, because the word comes loaded itself with negative connotations. "I want to give you some feedback" elicits a "Uh-oh" response from most people. Usage of the phrase "positive feedback" also focuses that mostly feedback is "negative".
Of course, some people have issues giving "positive feedback" too :-)
It must be stressed that giving feedback is not an end in itself. It has to be tied to business outcomes and performance. How does the behavior of an employee link to business results (positively or negatively)? If it links positively then that linkage has to be highlighted as why you want that behavior to be continued in the future. Negative linkages to businesses should also be given when a behavior has to be discontinued.
If as a manager one is not able to link employee behavior to performance, then it's better not to give feedback on that (unless that behavior is against the core ethics and values of the firm)
The workshop also brought the fact that senior managers yearn for consistency in their own managers' behavior in delivering feedback, and I had to stress the fact that like there are star employees and laggard employees there will be star managers and laggard managers. Giving feedback is shaped by the relationship between the two individuals, the time they have worked together and their preferred style of communication.
Organizations should only give broad outlines on "how to" and let people discover their own comfort level. There should be a second line of support for employees also to approach and for managers who either feel they are not assertive enough or too aggressive in giving feedback.
"...If as a manager one is not able to link employee behavior to performance, then it's better not to give feedback on that (unless that behavior is against the core ethics and values of the firm)..."
ReplyDeleteI completely agree. If managers do this consciously, it will bring in a lot of objectivity in to the process.
Another a complaint i've heard from a number of employees. The fact that managers shy away from giving negative / constructive feedback. It make the employees think, 'If all my manager has to say about me is positive things then why don't i have the top most rating or the best increment?'
Can't agree more. You can't just improve services with out any feedback. It would be like experimenting on something, which could turn out to be good or bad.
ReplyDeleteHello,
ReplyDeleteI came back to your blog to read the '8 things to draft your career' post,but the link does not work.
Could you please put up the post again or give a new link?
Thanks.
Hello, Gautam,
ReplyDeleteI really liked your astute and quick diagnostic of what the group actually needed (to confront their issues regarding feedback). That reflects a great deal of wisdom and poise.
Now that you've made it ok to talk about feedback and relationships, the participants have a solid foundation to move ahead more comfortably if they choose to.
Nice work, Gautam!
Hi gautam, my name is Raj.
ReplyDeleteI started reading yours blog and its very interesting. I am new to this consulting field and thought of blogging more to learn more.
Is it ok if I add your blog link in my newly created blog?.
Please visit my blog at
http://roadtomc.blogspot.com
also leave please leave a note at dusovana@gmail.com if you agree.
thanks
I personally had tried many things but none of the feedback process works with repeated use. I am still working on another feedback process, which should
ReplyDelete1) consume less time
2) easy
3) useful
4) ...
I will post in detail some other time, in a little hurry.
Hi,
ReplyDeleteOn just going through your post i just recommended the "8 thing to draft your career" and i was satisfied but i thing a person must have a natural habit and not a made habit
Pls visit to my blog
www.natureglow.blogspot.com
Dear Gautham,
ReplyDeleteGood inputs... Only yesterday I was trying hard to get my assistant manager to see my point of view and found it the most difficult task. There are no equals anymore in this world. Feedback is a bad word and very few are able to be just blunt and honest in critisising and do get away with it. There should be clear policies made by the company and frequent evaluation and feedback have to be made compulsory. Each manager has to be a counsellor and a facilitator of sorts.Just my opinion...
How does one measure an outcome of a feedback process after an appraisal is completed?
ReplyDeleteWould anyone like to share metrics
Roma Ahuja
roma@resources-india.com
lack of feedback is what I dont like at all. According to me, it is more worse than negative feedback. when there is no feedback, our minds think so much about the outcome of what we did and will not have any clue..
ReplyDeletegautam.. any ideas on this?