The Art of Performance Feedback
Nothing engages, nurtures, and motivates employees more than a well-conducted feedback discussion. Research has shown that employees who receive timely, proper, and structured feedback are more likely to stay engaged, motivated, and focused at work. The ability to conduct a good feedback discussion is a critical skill that all managers must develop. In this microworkshop, we will build critical skills to carry out a feedforward discussion.
Skill drill 1: Develop awareness of biases
The objective of this session is to develop awareness about biases and recognize the impact they have on performance management. In particular, participants will explore the following biases: Availability heuristic, Halo effect, Recency effect, and the Confirmation bias
Skill drill 2: 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. They then use the three-doors technique to structure a feedforward action plan.
Skill drill 3: Master the feedforward conversation
In this session, participants explore and practice simple yet powerful techniques to master the feedforward discussion. Participants learn how to conduct feedforward discussions with various team members – high performers, poor performers, unhappy and demotivated team members etc.
Skill drill 4: Continuous developmental feedback
In this session, participants explore strategies for creating an environment of continuous review and feedforward. Int his session, we will explore techniques for structuring, scheduling, and conducting ongoing developmental discussions.
Skill drill 5: Proficiency assessment
Participants will be required to conduct a series of online, simulated feedback discussions. Based on their ability to apply the techniques learned in the workshop, participants will receive a detailed proficiency report card. Note: this skill drill can also be completed post-workshop.
Post Workshop Support
Performance management tip cards, feedback guide. Refresher learning through emails -1, 10, 30, 60 days, and a post-test quiz. eLearning for just-in-time concept reinforcement.
- Qualitative: Learner and direct report evaluation through an online survey
- Quantitative: Proficiency assessment score
- Time: 5 hours
- Target Audience: Mid to Senior Level Managers
- Batch size: 20-25 participants