FeedbackPRESENTED BY-:

VIBHOR

FEEDBACKwhen ever we respond to another person , we are giving that person feedback . We may be reacting to any number of things : The way a person looks. His or her actions. Something he or she said. Or a combination of factors.

Examples A division manager hands in report to her area

director and waits for a month without receiving a reaction . The division manager wonders , what did I do wrong ? A supervisor becomes upset at a secretary who consistently make typing error . dont you know anything about the English language ? he yells its amazing you ever finished high school ! the manager slams a recently typed letter on the secretarys desk and stalks off. An employee receives praise from a supervisor you are doing a great job , she is told keep up the good work . As the employee leaves the supervisor office she wonders, what exactly I am doing well ? I want to keep doing it , but I am not sure what it is ?

Feedback a two way process..ACHIEVING GOALSSpecifying many details probing many details

Amount of detailed information

Specifying few details Giving feedback

probing few details Receiving feedback

EXAMPLES.Giving the feedback bob , you were late to work three times this week and twice last week . You were also late five times last month. Receiving the feedback Im so glad you liked the work I did on the Gleason contract if you tell me specifically what it was you liked about it , I will be do it again on the next one

GUIDELINES FOR CONSTRUCTIVE FEEDBACK Acknowledge the need for feedback.

Give both positive and negative feedback. Understand the context. Where it happened. Why it happened . What led up to an event.

Cont.

PROVIDE DEFINITIONS USE A COMMON LANGUAGE DONT ASSUME FOCUS ON BEHAVIOUR RATHER THAN PEOPLE KNOW WHEN TO GIVE FEEDBACK KNOW HOW TO GIVE FEEDBACK

KNOWING WHEN NOT TO GIVE FEEDBACK

KNOWING HOW TO GIVE EFFECTIVE FEEDBACK Be descriptive.

Be objective. Dont use labels. Dont exaggerate. Dont be judgmental. Speak for your self. Talk first about your self , not about the other

person.

Cont Phrase the issue as a statement not as a

question. Encourage people to change. Restrict your feedback to things you know for certain. Build trust. Help people hear and accept your compliments when giving positive feedback.

KNOWING HOW TO RECEIVE FEEDBACK Breathe

Listen carefully Ask questions for clarity Acknowledge the feedback Acknowledge valid points Dont be defensive Try to understand the other persons objectives Take time out to sort out what you heard