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Feedback culture

Small steps to big changes
by

Judit Radnai-Toth

on 19 September 2016

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Transcript of Feedback culture

Frequent Feedbacks
small steps to big change

Thanks!
Feedback: The secret ingredient
DESC-model
Feedbacks at
formally
weekly 1:1
mid year review annual review
informally
constatly
peers, managers
Let's see it in action!
Express
Specify
Communicate
Be clear & Objective
Provide concrete examples
Focus on behavior, not motive
Explain the effect of the behavior
on you and others
Explain what behavior should change and/or what should continue.
Request a small change (only one or two at a time)
Objective
discusses the behaviours’ impact on the business (not me)
Business focused
I-Message
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).
Subjective
Focus is on "me"
While listening to the feedback...
Try to be open and curious
Be thankful for the effort
"Yes, and..."
Employee
Manager
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.
Manager
Employee
Employee
Employee
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.
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 .
Kinga Fekete
kinga.fekete@prezi.com
Judit Radnai Toth
judit.rt@prezi.com
they are used to immediate response
effective work environment
constant need to know
“How am I doing?”

personal life
professional life
constant need for feedback
inspire
frequent

feedback culture
in the workplace
weekly /daily feedbacks
increase productivity
C
ommunicate the consequences.
Be explicit. Focus on things that matter to the person.
Describe
How Millenials shape your company culture
Frequent feedbacks - what can you win?
understand tasks better
confidence

Describe the problem.
opportunity to ask
more
comfortable relationships
with coworkers
DESC - model
IMessages
I feel... (Insert feeling word)
when... (tell what caused the feeling).
I would like... (tell what you want to happen instead).
Express the effect of the behavior.
Specify the behavior you want.
Communicate the consequences.
“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?”
ex.:
Interview evaluations are delayed which slows our workflow down
(describe).
ex.:
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)
.
A solution would be to submit interview evaluations on the day of the interview (specify).
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).
Don't worry! :)
save time and stress
improve company culture
increase productivity
build trust
well done!
Positive feedback
Negative feedback
more confident
more satisfied
avoid miscommunication
understand tasks better

competition
collaboration
Full transcript