Dear Friends,
Plz, go through this article. After I started the implementation of it I have got excellent feedback from my superiors and employees..
Regards,
Shailendra
Giving And Receiving Feedback
Principle for giving feedback
1. Provide feedback based on previously agreed upon goals, standards, or expectations.
2. Give feedback only when you are sure that the other person is ready to hear it. If people are not ready to hear what you are going to say, they are not likely to learn as much. Hence, before giving feedback, check the readiness of other person for it.
3. Give others option to state what they would like feedback on. This helps others to select areas of their interest / performance and it also makes the feedback process more collaborative.
4. Focus on specific behaviors when providing feedback. Feedback is easily misunderstood or distorted.
5. Feedback should be specific enough when it allows the other person to pan what he or she has to do in future. Don’t give feedback in “BUNCH”. Give some time for others to implement.
6. Try not to evaluate while giving feedback. It means focus on person’s behavior rather than personality.
7. Use a frame of reference, especially when making comparisons.
8. Provide feedback as soon as possible.
9. Give positive feedback frequently. Even negative feedback is called for; consider preceding it with something positive.
Important Note: - :shock: Don’t assume that people have “MAGIC WAND” in their hands, hence, give ample time (or discuss with that person the time limit) to make changes in his or her behavior / actions.
Principle of asking for feedback
1. Set the stage for requesting feedback. Let the other person know that you requested his or her opinion and how it would be helpful for you to make any decision. If possible, meet the other person in quite and pleasant atmosphere.
2. Request feedback on specific strengths and weaknesses / actions. Keep the other person honest by asking for specific examples of what you did well and not so well. Keep the discussions focused on specific topic.
3. Ask people to use a frame of reference when giving feedback. Ask the other person to compare your performance to that of others.
4. Request feedback based on previously agreed upon standards, goals, or expectations.
5. Actively listen what is being said. Summarize and validate the feedback in addition to asking questions. Let the other person know you really care by listening intently to what is being spoken.
6. Specify next step. End the conversation by thinking of few changes you are able to make in your future actions or behaviors. This tells the other person that you value what was said.
Important Note: - :shock: Don’t be in haste while receiving feedback. Each and every time you won’t get POSITIVE feedback only. Let the person frame his or her words.
MOST IMPOTRANT POINT: - While giving or receiving feedback; behave like an EDUCATED Person. In simple words, it means don’t argue. Because most of the people think that while giving or receiving feedback, they have contradict the statements of others by giving examples of past actions / reactions. But in reality try to avoid this.
From India, Pune
39Plz, go through this article. After I started the implementation of it I have got excellent feedback from my superiors and employees..
Regards,
Shailendra
Giving And Receiving Feedback
Principle for giving feedback
1. Provide feedback based on previously agreed upon goals, standards, or expectations.
2. Give feedback only when you are sure that the other person is ready to hear it. If people are not ready to hear what you are going to say, they are not likely to learn as much. Hence, before giving feedback, check the readiness of other person for it.
3. Give others option to state what they would like feedback on. This helps others to select areas of their interest / performance and it also makes the feedback process more collaborative.
4. Focus on specific behaviors when providing feedback. Feedback is easily misunderstood or distorted.
5. Feedback should be specific enough when it allows the other person to pan what he or she has to do in future. Don’t give feedback in “BUNCH”. Give some time for others to implement.
6. Try not to evaluate while giving feedback. It means focus on person’s behavior rather than personality.
7. Use a frame of reference, especially when making comparisons.
8. Provide feedback as soon as possible.
9. Give positive feedback frequently. Even negative feedback is called for; consider preceding it with something positive.
Important Note: - :shock: Don’t assume that people have “MAGIC WAND” in their hands, hence, give ample time (or discuss with that person the time limit) to make changes in his or her behavior / actions.
Principle of asking for feedback
1. Set the stage for requesting feedback. Let the other person know that you requested his or her opinion and how it would be helpful for you to make any decision. If possible, meet the other person in quite and pleasant atmosphere.
2. Request feedback on specific strengths and weaknesses / actions. Keep the other person honest by asking for specific examples of what you did well and not so well. Keep the discussions focused on specific topic.
3. Ask people to use a frame of reference when giving feedback. Ask the other person to compare your performance to that of others.
4. Request feedback based on previously agreed upon standards, goals, or expectations.
5. Actively listen what is being said. Summarize and validate the feedback in addition to asking questions. Let the other person know you really care by listening intently to what is being spoken.
6. Specify next step. End the conversation by thinking of few changes you are able to make in your future actions or behaviors. This tells the other person that you value what was said.
Important Note: - :shock: Don’t be in haste while receiving feedback. Each and every time you won’t get POSITIVE feedback only. Let the person frame his or her words.
MOST IMPOTRANT POINT: - While giving or receiving feedback; behave like an EDUCATED Person. In simple words, it means don’t argue. Because most of the people think that while giving or receiving feedback, they have contradict the statements of others by giving examples of past actions / reactions. But in reality try to avoid this.
From India, Pune
Dear Apoorva B N Thanks for feedback. It certainly adds to motivation for more postings and sharing of practical knowledge with other HR friends. Regards, Shailendra
From India, Pune
From India, Pune
Shailendra,
If you have not come across this training centre it may intrest you. Let me know if you know any HR Training centres in Bangalore.
Salahkaar Consultants are pleased to announce the 3rd batch of 5
distance
education courses which have been rated very highly by HR Professionals
and
managers all over the world.
Click on the associated links of the respective courses to get the
relevant
details about each course-their objectives, course outline, methodology,
eligibility and contact details, etc. that you may wish to know.
If the links do not open then please copy-paste it on your internet
browser
to view the e-brochures.
1. Certified Competency Mapping Manager (CCMM)
Fees: 000/- and after early bird incentive (10% discount)
300/-
Duration: 3 months
http://salahkaarconsultants.com <link updated to site home>
2. Certified Psychometrician and Assessor (CPA)
Fees: 500/- and after early bird incentive (10% discount)
150/-
Duration: 6 months
http://salahkaarconsultants.com <link updated to site home>
3. Masters in Industrial psychology, Organizational Behavior and Human
Resource Development
Fees: 500/- and after early bird incentive (10% discount)
Duration: 6 months
http://salahkaarconsultants.com <link updated to site home>
4. Performance Management and Counseling Expert (PM & CE)
Fees: 000/- and after early bird incentive (10% discount)
Duration: 4 months
http://salahkaarconsultants.com <link updated to site home>
5. Employee Retention and Job Satisfaction Expert (ER & JSE)
Fees: 000/- and after early bird incentive (10% discount)
Duration: 3 months
http://salahkaarconsultants.com <link updated to site home>
If you pay the fees by 31st May, 2007 then you can avail of the early
bird
incentive of 10% Admissions close on 15th June, 2007.
The fee payment is payable by at par Cheques / DDs and are to be made in
the name of "Salahkaar Consultants" payable at Pune and be sent to:
Salahkaar Consultants, Row House No. 6, Opposite Lunkad Realty Office,
Nand
Gaon, Viman Nagar, Pune- 411014.
Regards,
Blenure.
(For Salahkaar Consultants)
Contact nos: 9371110633/ (020) 40039346
If you have not come across this training centre it may intrest you. Let me know if you know any HR Training centres in Bangalore.
Salahkaar Consultants are pleased to announce the 3rd batch of 5
distance
education courses which have been rated very highly by HR Professionals
and
managers all over the world.
Click on the associated links of the respective courses to get the
relevant
details about each course-their objectives, course outline, methodology,
eligibility and contact details, etc. that you may wish to know.
If the links do not open then please copy-paste it on your internet
browser
to view the e-brochures.
1. Certified Competency Mapping Manager (CCMM)
Fees: 000/- and after early bird incentive (10% discount)
300/-
Duration: 3 months
http://salahkaarconsultants.com <link updated to site home>
2. Certified Psychometrician and Assessor (CPA)
Fees: 500/- and after early bird incentive (10% discount)
150/-
Duration: 6 months
http://salahkaarconsultants.com <link updated to site home>
3. Masters in Industrial psychology, Organizational Behavior and Human
Resource Development
Fees: 500/- and after early bird incentive (10% discount)
Duration: 6 months
http://salahkaarconsultants.com <link updated to site home>
4. Performance Management and Counseling Expert (PM & CE)
Fees: 000/- and after early bird incentive (10% discount)
Duration: 4 months
http://salahkaarconsultants.com <link updated to site home>
5. Employee Retention and Job Satisfaction Expert (ER & JSE)
Fees: 000/- and after early bird incentive (10% discount)
Duration: 3 months
http://salahkaarconsultants.com <link updated to site home>
If you pay the fees by 31st May, 2007 then you can avail of the early
bird
incentive of 10% Admissions close on 15th June, 2007.
The fee payment is payable by at par Cheques / DDs and are to be made in
the name of "Salahkaar Consultants" payable at Pune and be sent to:
Salahkaar Consultants, Row House No. 6, Opposite Lunkad Realty Office,
Nand
Gaon, Viman Nagar, Pune- 411014.
Regards,
Blenure.
(For Salahkaar Consultants)
Contact nos: 9371110633/ (020) 40039346
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Giving Better Feedback Tips.pdf
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