Giving Feedback Remotely
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The document outlines principles and techniques for giving feedback remotely, emphasizing the importance of respect, clarity in expectations, and specific, constructive feedback. It suggests practices for performance management, coaching, and motivation, while highlighting the balance between positive and constructive feedback. Additionally, it encourages regular reflection on performance and feedback effectiveness to enhance team engagement and growth.
Giving Feedback Remotely
- 1. Dr Tim Baker tim@winnersatwork.com.au www.winnersatwork.com.au Giving Feedback Remotely
- 2. Unit 1—Managing Performance Remotely Unit 2—Coaching from a Distance Unit 3—Giving Feedback Remotely Unit 4—Building Motivation & Morale Unit 5—Dealing with Conflict & Negotiation Unit 6—Influencing from a Distance
- 3. Your homework Practice GROW every chance you get over the next fortnight.
- 4. SETTING THE SCENE KEY PRINCIPLES DIFFICULT FEEDBACK
- 6. We need to give our people more feedback!
- 8. Roughly by a three to one margin, employees believe that constructive feedback does more to improve their performance than positive feedback The secret to having employees listen to your feedback is whether or not they respect you. Respect is earned, incredibly hard to get, and requires authenticity. You could have the exact same thing said by two different people with two completely different effects.
- 9. 1. What are my expectations as the leader? 2. Have I communicated these expectations to my team? 3. Do my team understand my expectations? 4. Do my team members accept my expectations? 5. Are my team members committed to meeting those expectations? 6. Do my team members know how they are performing against those expectations? 7. Am I supporting my team members to achieve those expectations?
- 10. Timing
- 11. Specific
- 12. Make your feedback specific “Overall good job on the online presentation at this morning’s meeting. But it could have been better.” What is wrong with this feedback? “Great job on the online presentation! I really like how you used statistics to back up your key points. One small comment: Maybe for next time would be to invite more comments from the group to get them more involved.”
- 13. Frequency
- 14. Questions
- 15. Privacy
- 18. What went well? What could you have done better? What would you do differently next time?
- 20. Avoid confrontation & argument Emphasis strengths as well as weaknesses Seek out the causes
- 22. Your homework Practice giving three positive bits of feedback every day for two weeks.
- 23. Unit 1—Managing Performance Remotely Unit 2—Coaching from a Distance Unit 3—Giving Feedback Remotely Unit 4—Building Motivation & Morale Unit 5—Dealing with Conflict & Negotiation Unit 6—Influencing from a Distance