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    How Do You Train Managers To Give & Receive Feedback Effectively?

    August 2, 2018

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    How Do You Train Managers To Give & Receive Feedback Effectively

    Feedback, of course, can be both formal and informal, positive and negative. We, unfortunately, have a tendency to immediately associate the word ‘feedback’ with severe criticism. But what it essentially is, is simple sharing of a reaction, opinion, information - about an offering, product or person’s performance on a given task.

    Helpful reminders, discussions in passing, ongoing guidance are all a part of informal feedback. But when informal methods do not work, and the behavior of the reportee persists, the manager needs to then find a form of formal feedback to speak with the employee.

    Formal feedback involves a more planned or structured approach, such as a meeting or review, e-mail or memo. These actions normally allow more direct and formal contact with the employee and can better address the problem, as well as a solution.

    Here are some ways in which you can give feedback effectively:

    Think Before You Speak:

    • Spend time choosing your words before having the conversation.
    • Make eye contact as it is a way to show respect and how engaged you are.
    • Make the effort to see the full picture before setting up the feedback session.
    • Put yourself in their shoes and imagine being on the receiving end.
    • Give feedback only if you have something constructive to add.

    Speak Authentically & Honestly:

    • Don’t sweet-talk, but don’t insult.
    • Give them a chance to share their side; don’t interrupt.
    • Don’t take a tone of assigning blame for the problem.
    • Choose different words and approaches for different people.
    • Do not sandwich your message or keep the best for the last.

    Listen Deeply:

    • Pick up even the words that are not being spoken.
    • Show empathy and give respect.
    • Do not ever play the ‘you always do this’ card.

    Solve Together:

    • Focus on discovering the solution together.
    • Don’t trust your opinion and provide the solution yourself.
    • Make a mutually agreeable plan and track progress together.

    Here are some ways in which you can receive feedback maturely:

    Try And See The Merit:

    • Process the intention rather than focusing on the words.
    • Start by acknowledging the feedback.
    • Acknowledging a feedback is different from apologizing.
    • Put yourself in their shoes and think how you would have reacted.
    • Become aware of what you did to generate such a feedback.

    Take Your Time To Respond:

    • Don’t speak or act immediately.
    • Apologise, only if you mean it.
    • If you don’t agree with the feedback, provide an explanation.
    • Keep your heart and mind open; do not get defensive.

    Make Your Mind Available For Clarity:

    • Keep your calm and composure.
    • Take ownership of your action.
    • Share that you intend on working on the feedback.
    • Do not assume that the feedback giver should be the solution giver too.

    Be it for sloppy work, money matters, too many leaves or appraisals - giving feedback as a manager is never a walk in the park. However, whether you are a manager, a reportee or both - learning not just how to give but also receive feedback maturely is surely a skill worth learning. A continuous feedback system is something which every organization is adopting today and is believed to be significant in terms of performance management.

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