Start learning with our library of video tutorials taught by experts. Get started

Delivering Employee Feedback

Reviewing the feedback process


From:

Delivering Employee Feedback

with Todd Dewett

Video: Reviewing the feedback process

Thus far, we've been discussing feedback as if it's a discrete event. After observing behavior, when you spot real

Watch this entire course now—plus get access to every course in the library. Each course includes high-quality videos taught by expert instructors.

Become a member
Please wait...
Delivering Employee Feedback
1h 7m Appropriate for all Feb 20, 2014

Viewers: in countries Watching now:

In this course, author Todd Dewett helps you identify ways to give both positive and negative feedback to employees. Learn how to create a culture driven by meaningful feedback and deliver coaching and suggestions to help employees stretch and grow. Discover the characteristics of helpful feedback, different feedback types, structured conversations, and strategies to refocus difficult employee reactions.

Subjects:
Business Business Skills Leadership Management Communication
Author:
Todd Dewett

Reviewing the feedback process

Thus far, we've been discussing feedback as if it's a discrete event. You deliver the feed back and your done. I want to encourage you to begin thinking about feedback as a process. It's a continuous loop that starts and ends with observation. In the middle, there are several specific steps and tactics you'll want to consider. As promised, let's start with observation. This refers to your systematic examination of the individuals on your team. Your watching them and interacting with them and in both cases you're not only helping but your taking notes.

Mental notes while your actually with them and then real notes immediately after. Observation is about you paying enough attention to them and their work ,such that you can creditably offer feedback when needed. In fact it's such an interesting and often overlooked skill, that we'll follow-up with the session and dedicate it to understanding the ins and outs of effective observation. After observing behavior, when you spot real opportunities to offer feedback, next you prepare. You don't jump right in, you prepare.

Sometimes your preparation might simply consist of a few reflective moments. Other times, you may see fit to take a few minutes and look over notes you've taken about the person. The point is ,to be sure you're acting on good data, that you have a useful advice to offer, and that you've thought about how to effectively deliver in a way that helps them hear you. Okay. When you initiate the actual exchange, begin by stating your observation and its importance. Remain unemotional, be very specific and be very concise.

For example, Susan, I wanted to share a thought about your Monday morning briefings. They are being received well, but I believe you can deliver the same information in 30 minutes or less instead of the hour we now use. That'll require you to focus a bit more on what's really important and include less analysis and more of your conclusions. Again, that feedback was largely unemotional, specific and concise. Next, wait for a reaction usually there will be one. If not ,you need to use a question to probe for their response.

Something like How do you respond to that? If they didn't respond, use questions like this to elicit a response to help you understand their awareness about the behavior. Sometimes they'll know exactly what you're talking about, and other times, they honestly won't, so be prepared with specific examples and advice. Once you feel they understand you, it's time to discuss the path forward. Here in real-time you'll be brain storming with the person about how to address the issue. In the example I used, maybe the two of you can identify one or more parts of the weekly briefing that aren't really needed.

Ideally, they co-create and own the solution. Feedback is most effective when you're both partnering to find a solution instead of you dictating an answer. Next ,it's smart to wrap up with a quick summary. The goal is to reinforce the possible solution by saying it again as a means of closure. If you have any doubt about how well they're hearing you politely ask them to summarize so you can hear it in their words. And by thanking them and the exchange is over. Even though the exchange is complete the process is not.

Now, through continued observation, you have to ask yourself, when is a good time to follow-up? Using the weekly briefings example, next week if Suzanne delivers an hour-long presentation another somewhat stronger feedback session will be needed. If she nails the briefing in 30 minutes or less, you might catch her in private and say, hey, good job today. And that's all that's needed. Providing feedback is a large part of what you'll do as a leader, and you can't look at each conversation as a discrete event. It's an ongoing process.

The more you follow-up on occasion and remain open to feedback yourself, the faster the team will adopt a positive attitude about feedback as a tool to support great performance.

There are currently no FAQs about Delivering Employee Feedback.

Share a link to this course
Please wait... Please wait...
Upgrade to get access to exercise files.

Exercise files video

How to use exercise files.

Learn by watching, listening, and doing, Exercise files are the same files the author uses in the course, so you can download them and follow along Premium memberships include access to all exercise files in the library.
Upgrade now


Exercise files

Exercise files video

How to use exercise files.

For additional information on downloading and using exercise files, watch our instructional video or read the instructions in the FAQ.

This course includes free exercise files, so you can practice while you watch the course. To access all the exercise files in our library, become a Premium Member.

Upgrade now

Are you sure you want to mark all the videos in this course as unwatched?

This will not affect your course history, your reports, or your certificates of completion for this course.


Mark all as unwatched Cancel

Congratulations

You have completed Delivering Employee Feedback.

Return to your organization's learning portal to continue training, or close this page.


OK
Become a member to add this course to a playlist

Join today and get unlimited access to the entire library of video courses—and create as many playlists as you like.

Get started

Already a member?

Become a member to like this course.

Join today and get unlimited access to the entire library of video courses.

Get started

Already a member?

Exercise files

Learn by watching, listening, and doing! Exercise files are the same files the author uses in the course, so you can download them and follow along. Exercise files are available with all Premium memberships. Learn more

Get started

Already a Premium member?

Exercise files video

How to use exercise files.

Ask a question

Thanks for contacting us.
You’ll hear from our Customer Service team within 24 hours.

Please enter the text shown below:

The classic layout automatically defaults to the latest Flash Player.

To choose a different player, hold the cursor over your name at the top right of any lynda.com page and choose Site preferencesfrom the dropdown menu.

Continue to classic layout Stay on new layout
Welcome to the redesigned course page.

We’ve moved some things around, and now you can



Exercise files

Access exercise files from a button right under the course name.

Mark videos as unwatched

Remove icons showing you already watched videos if you want to start over.

Control your viewing experience

Make the video wide, narrow, full-screen, or pop the player out of the page into its own window.

Interactive transcripts

Click on text in the transcript to jump to that spot in the video. As the video plays, the relevant spot in the transcript will be highlighted.

Thanks for signing up.

We’ll send you a confirmation email shortly.


Sign up and receive emails about lynda.com and our online training library:

Here’s our privacy policy with more details about how we handle your information.

Keep up with news, tips, and latest courses with emails from lynda.com.

Sign up and receive emails about lynda.com and our online training library:

Here’s our privacy policy with more details about how we handle your information.

   
submit Lightbox submit clicked