4750 Words19 Pages
PROVIDING FEEDBACK AND ADDRESSING PERFORMANCE CONCERNS 4 CONTENTS INTRODUCTION     Setting Direction Setting Expectations Upfront Team Meetings o Purpose of Meetings o What Can Go Wrong at Meetings? o Suggestions For Making Your Meetings Effective Displays PROVIDING FEEDBACK             How Should We Provide Feedback? Preparation Time and Place Questioning Non-Verbal State Facts Clearly Honesty Consistency Handling Difficult Situations o Defensiveness o Disagreement o Apathy o Anger Chance to Respond Active Listening o Tips for Active Listening Summary MAKING A TIME TO REVIEW PERFORMANCE        Preparing Team Member Input Conducting the Discussion…show more content…
 At the front of the room, there is a place to record ideas, preferably on a flipchart so that the information can be saved.  At least once or twice during the meeting someone asks, “How are we doing on our meeting process today? How can we be more productive?”  Those in attendance consider whether anyone else should be involved and, if so who  At the end of the meeting, people review who will be doing what before the next meeting Displays Use graphs or a wall chart to display team results against objectives. Visual information has an important role in focussing people on the things that need tracking and can show trends. 4 TDTSA 2008 PROVIDING FEEDBACK Feedback can be of a positive or negative nature. We generally don’t like giving negative feedback because it may be construed as being nasty or insulting. Also, we find difficulty in receiving and handling negative feedback because of the possible effects upon our self esteem. Either way positive or negative feedback is part of the job. Some of the situations in which it may be appropriate to provide feedback are to correct mistakes, to
Open Document