About This Course
Performance feedback discussions can be stressful and full of challenges for both managers and team members. It does not need to be so. Managers need to follow a structured process and follow certain best practices to turn the performance feedback discussion into a fruitful and nurturing process.
*Customizable and plug and play
Skill drill 1: GIF and the spirit of feedforward (30 minutes)
In this session, participants will become aware of the feedforward process. Participants will use the GIF Goals-Insights-Future technique for planning, gathering information, and identifying the desired outcomes from a performance review discussion.
The objective of this session will be to understand why review and feedback is important and how Manager’s need to bring value to the whole process and not just provide rating and scores.
We will cover the following aspects in this section:
- Cognitive Biases: The objective of this session is to develop awareness about biases and recognise the impact they have on performance management. In particular, participants will explore the following biases: Availability heuristics, Halo effect, Recency effect, and the Confirmation bias. Participants will discover the performance history worksheet that can be used to mitigate the impact of biases.
- GIF and the Spirit of Feedforward: In this session, participants become aware of the feedforward process. Participants first use the Competence/Motivation matrix to map team members and then use the GIF technique for planning, gathering information, and identifying the desired outcomes from a performance review discussion.
- Structuring the Next Steps: Participants use the three-doors technique to structure a feedforward action plan
Skill Drill 2: Human centered feedback using STAR/AR approach (1.5 hours)
Traditional feedback techniques focused on finding gaps and correcting behaviors do not work. What managers need to focus on is a participative approach in identifying alternate strategies and focusing on what can be done in the future under similar situations.
In this experiential and gamified session, participants will explore the STAR/AR model or the approach of providing feedback and use it to structure feedback conversations with their team members. In this session, participants will:
- Use the structured STAR/AR framework to drive a feedback discussion
- Understand the difference between the directive and coaching styles and when to use which style
- Explore the STAR/AR framework for giving feedback in a structured manner
- Practice using the STAR/AR framework for giving ongoing feedback
Skills Drill 3: Scientific rating and performance documentation (30 minutes):
In this session, participants will use the Laddering Technique to scientifically rate and also document the rationale for the rating.
Skill drill 4: Master the performance conversation (1 hours)
Learn and practice simple yet powerful strategies and techniques to master the feedforward discussion. This session is driven through short case studies and role play exercises. We will deal with the following areas during this session:
- Conversations with high performers
- Conversations with poor performers
- Conversations with average to medium performers
- Handling difficult conversations
- Handling emotional employees
Skills Drill 5: Post-work (30 minutes during or post workshop):
Participants will be required to conduct short online, simulated feedback discussions to practice the learned techniques and skills. Note: this skill drill can also be completed post-workshop.
Post Workshop Support:
- Refresher Learning through emails -1, 10, 30, 60 days
- Performance Management Playbook (Handout): STAR-AR / + Feedforward Methodology + Cognitive Biases
- eLearning for just-in-time concept reinforcement that can be taken anytime within 3-months of attending the program
- Performance Management Guide
- Post workshop e-learning