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Feedback models (with examples)
4
How Millenials shape your company culture
well done!
constant need for feedback
Feedback: The secret ingredient
Frequent feedback - what can you win?
inspire frequent feedback culture in the workplace
personal life
professional life
Positive feedback
Negative feedback
more satisfied
understand tasks better
more confident
avoid miscommunication
weekly /daily feedbacks
constant need to know
“How am I doing?”
they are used to immediate response
increase productivity
effective work environment
While listening to the feedback...
Let's see it in action!
Feedbacks at
Try to be open and curious
Be thankful for the effort
informally
constatly
peers, managers
formally
weekly 1:1
mid year review annual review
Subjective
Objective
Focus is on "me"
Thanks!
Kinga Fekete
kinga.fekete@prezi.com
Judit Radnai Toth
judit.rt@prezi.com
Examples
Summary
ex.:
DESC - model
Interview evaluations are delayed which slows our workflow down (describe).
Express the effect of the behavior.
Describe the problem.
The lack of evaluations force us to wait, so candidates are not informed in time about the next steps, they even withdraw their interest because they are given another offer (express).
Specify the behavior you want.
A solution would be to submit interview evaluations on the day of the interview (specify).
Communicate the consequences.
This would involve 10-15 minutes time investment from your side after the interview and would solve the issue. In case you cannot commit to this, someone else will need to do the interviews (consequences).
ex.:
IMessages
I feel... (Insert feeling word)
when... (tell what caused the feeling).
I would like... (tell what you want to happen instead).
“When I get interrupted during my presentation (non-blameful description of the specific unacceptable behavior),
I feel frustrated (feeling) because it breaks my concentration and I might forget something (tangible effect).
(suggestion) I'd like all of us to listen till the others finish, can we agree on that?”
Frequent Feedbacks
small steps to big change
Business focused
discusses the behaviours’ impact on the business (not me)
understand tasks better
confidence
opportunity to ask
build trust
more comfortable relationships with coworkers
I feel... (Insert feeling word)
when... (tell what caused the feeling).
I would like... (tell what you want to happen instead).
“I feel like___ (taking responsibility for one's own feelings)
“I don't like it when___ (stating that the behavior is a problem)
“because____” (what it is about the behavior or its consequences that one objects to)
“Can we work this out together?” (be open to working on the problem together).
I-Message
Describe
Be clear & Objective
Provide concrete examples
Focus on behavior, not motive
Express
Explain the effect of the behavior
on you and others
Communicate
Communicate the consequences.
Be explicit. Focus on things that matter to the person.
Specify
Explain what behavior should change and/or what should continue.
Request a small change (only one or two at a time)
DESC-model
Manager
Employee
Manager
Manager wants to give a feedback to the employee who is regularly late from the team meetings. The team is held up until she arrives which causes frustration in the whole team.
Employee is working on a task given by her manager. There are some questions coming up and she sends them to the manager via email. 2 days passed and the manager still haven't answered the email, while the employee could not progress with the task.
Employee
Two co-workers are working together on a project. They divided the tasks between themselves, but only one of them finished the allocated task for deadline, the other has not even started to work on them.
Employees are working in an open office. One of them talks really loud on the phone which disturbs the others .
"Yes, and..."
Don't worry! :)
competition
collaboration
save time and stress
increase productivity
improve company culture