Feedback - Peter Varholak
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Feedback
Speaker > Speeches by management
Good
evening madam President, mister
Toastmaster, fellow toastmasters and most welcomed guests.
I will
talk in my speech about feedback and then we will with.......... roleplay the
scenario where I am manager of the company and I will talk with employee
about tasks that have not been fullfilled yet and I will give feedback on
his/her performance.
The purpose of feedback
The
purpose of giving feedback should be to begin a dialogue so both parties
come to greater shared understanding, where, as a starting point you
communicate:
- your understanding/interpretation of a situation or circumstances
- your expectations
- your appreciation (if appropriate)
The
purpose of giving feedback to someone is not to change them. That's not
something you can do as a manager or peer; only the person themselves can
initiate change.
Feedback process
I believe in simple feedback
process:
a)
clarification of current status
where we are now and where we are going/ what are goals
b)
asking which resources person needs
to get goal
c)
offer of help/ supply of resources
d)
praise/ communicate belief in
person
e)
get person summarize the actions
f)
improvement
Give your feedback directly to the
person it applies to When our expectations aren't met, we
often fear confrontation in communicating that. When our expectations are met,
we sometimes assume the person already knows that, so again, we tell others.
The one person who needs to hear your expectations or appreciation is
the one who took the action.
Be
specific and give examples. Make sure you tell the person what your
expectations are, what you appreciate, or what your understanding/
interpretation of a situation or circumstances is.
Choose
the right moment. Choose the right place. It's
generally more effective to give feedback when an action or behavior happens or
shortly thereafter. You should always avoid giving feedback when emotions are
running high: yours, or the person you want to give feedback to. It is good to
give regular, ongoing feedback about your evaluation of people performance. If
you're communicating your appreciation, it's perfectly acceptable to do so in a
public. When you're communicating about unmet expectations, it's usually best
to do this privately with the person.
There are lots
of different and valuable ways to accomplish a task.
.
Feedback scenario
We
are company focused on organizing speech conferences. Our next large conference
will be in one month time and one of the employees that is responsible for
marketing conference doesn´t meet deadlines. Me as a team leader is going
to talk with him/her and provide feedback.
Hello............
Take a seat.
Do
you know why are you here?
I have
called you because I noticed some decline in productivity in our team and
I want to find out what is happening. We will have important speech conference
in month and couple of marketing campaigns focussed on conference are delayed. Companys
goal is to start these marketing campaings as soon as possible and this Friday
as very last term when we can do it. Later it will have severe consequences for
all of us including possibility to loose our jobs.
Is
there any problem that I don´t know about?
What
possible ways do you see to increase productivity of our team?
What
additional resources do you need to start the campaigns as soon as possible?
Time? Budget?
Is
there any help I can personally offer?
I believe
that with resources I allocated you already and with additional you will
do it in much shorter time than expected. You are great asset to our team and
last campaigns that you run were amazing.
Can
I ask you to summarize in your words what we are going to do?
Perfect.
I am looking forward to the conference and I hope you could come and
see it for yourself what a great job you are doing.