Page 100 - FLL Virtual Binder 2018

TIPS
To ensure you give balanced feedback that is meaningful:
üMake your feedback specific rather than general – what you have observed or information you have gathered, rather than making generalizations or conclusions.
üFocus on the behaviour rather than the individual - what a person has done, rather than making a judgment or assumption of his character.
üMake your feedback timely – sometimes that means within minutes or hours, sometimes it means waiting.
üAsk for permission to give feedback - not everyone is ready to receive feedback when you are ready to give it. If they are not ready, arrange a time.
üGive positive feedback in public, offer constructive feedback in private - the objective of giving feedback is to motivate the individual and to enhance his or her performance. When you demonstrate respect for the individual, he/she will be more open to your feedback.
üShare information, avoid giving advice - when you give advice, you tell someone what to do and to some degree, how to do it.
üDeliver your feedback in manageable pieces - focus on one key skill at a time to avoid overloading them with more information than they can process.
üCheck with the person to ensure they received the message clearly - give them the opportunity to repeat back what you have said. This ensures that they have heard what you intended to say.
üFocus feedback on employee development - choose your words carefully, challenge the employee with new insights or ways of doing something. Treat your feedback session as a learning opportunity, not an opportunity to complain.
üBe fair, do not compare - focus on the individual to whom you are giving feedback. Compare the person to his or her performance expectations, not to another team member.
“If you want to be prosperous for a year, grow grain. If you want to be prosperous for ten years, grow trees. If you want to be prosperous for a lifetime, grow people.” Proverb
Front Line Leadership Module: Dealing with Differences
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