Feedback Skills

One of the most difficult skills for a manager is knowing how and when to deliver both positive and constructive feedback. Unfortunately, many managers still avoid having the difficult conversations about performance until an annual appraisal or review when it’s often too late. In order to improve employee engagement, morale and effectiveness it is best to deliver instant feedback, whether it is positive or constructive, and definitely not in front of all the individuals’ colleagues.

The aims of this Development Day are:

  • to highlight the importance of feedback in managing performance
  • to demonstrate the importance of feedback in motivating staff
  • to identify where, when and how feedback should be delivered
  • to understand how to give positive, constructive and honest feedback
  • to acquire techniques to structure the delivery of feedback
  • to be able to handle any potential conflict situations
  • to understand the need to effectively receive feedback
  • to develop a SMART Action Plan for future development

If feedback is not given in a timely way, or is of poor quality, any information on a gap in performance between objectives and actual behavior is usually not well received.  The individual may become defensive, angry, upset or demotivated. In addition, the individual may not learn from a mistake, nor make any progress and work relationships may suffer.

Feedback should encourage self-reflection and increase self-awareness; it should also provide a learning opportunity and reinforce key strengths, as well as monitoring achievement of key objectives and clarify the effects of behavior.

An acknowledgement of good work completed is often just a simple ‘thank you’ and this is proven to increase discretionary effort and encourage people to go the extra mile; but often teams are on to the next task or project and individual and team success is not identified or celebrated.

During this Development Day your managers will practise how to describe specific current behavior by identifying times, places and circumstances.  They will learn how to remain assertive and to describe the actual behavior and the consequence of the behavior using neutral words and to remain assertive.  Your managers will also identify the need to emphasise the impact of poor behaviors on the department or company and practise how to ask the individual to identify alternative behavior and options for improvement.