Giving receivingfeedback nonsupervisor

Giving receivingfeedback nonsupervisor

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  1 Giving and ReceivingFeedback Individual Contributors Presenter: Parveen Kumar Chadhda [email protected]; +91-981838353 January 2016
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  2 Today’s session willhelp you to:  Gain understanding for how to effectively give and receive feedback  Identify your role and responsibilities related to giving and receiving feedback  Familiarize yourself with feedback models and best practices During this session I will continue to provide information about YOU@PSU (Penn State’s new performance management program) and review the immediate next steps in the process.
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  3 Performance Calibration Process inwhich supervisors and managers at the same level in an organization discuss staff performance ratings and outcomes to ensure ratings and development messages are applied consistently across the University Setting Expectations The process of discussing what is expected from an employee in terms of job roles and responsibilities Goals and Objectives Desired results each employee aims to achieve, determined based on conversations between managers and employees Goal Alignment Process of ensuring individual goals support the achievement of department goals and department goals support the achievement of University goals Assessment Review of goals, objectives, and other factors, and the determination of the level of successful achievement A: The process of setting expectations, aligning goals, assessing results, and focusing on staff development through ongoing conversations between managers and their direct report(s). Q: What is Performance Management? Feedback and Development Focus of the conversations between managers and employees in determining strengths, opportunities for improvement, and how to grow and develop Performance management is not just a once-a-year conversation. It impacts staff over their entire career at Penn State. Feedback and Development
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  44 1. Setting Goals andExpectations 2. Ongoing Review and Feedback/ Coaching 3. Appraisal & Reward Developing Employees (Ongoing) The Performance Management Cycle
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  5 Staff Member  Monitorown performance, seek performance information, apprise supervisor of successes, shortcomings, and needs  Act on feedback received Supervisor  Provide clear feedback on an ongoing and often informal basis  Ensure that staff member understands expectations Shared (Staff Member and Supervisor)  Agree upon a joint feedback process (i.e., when and how feedback will be exchanged on a one- on-one basis)  Assume best intentions Institution  Create a consistent language for getting and giving feedback  Establish a “No Fear” culture where staff can feel comfortable sharing and receiving frank feedback  Ensure supervisors model a feedback culture Roles in Giving and Receiving Effective Feedback
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  6 Feedback has adirect impact on our work:  Gives us specific information to help us improve  Makes performance expectations clear from the start  Heightens efficiency by reducing resentment, buildup, etc.  Strengthens relationships What are the benefits for getting positive feedback? Constructive feedback? Why Do We Give and Receive Feedback?
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  7 You Feedback Reflection Write theinitials of the people that you work with in shapes provided. They can include peers, your manager, customers/clients, etc. Then for each person, answer the questions: • “Are you comfortable receiving direct, constructive feedback from them?” If so, draw a solid arrow from their shape to you. If not, draw a dashed arrow. • “Are you comfortable providing them with direct, constructive feedback?” If so, draw a solid arrow from you to their shape. If not, draw a dashed arrow. • What does your diagram tell you?
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  8 Feedback is anessential component of a learning and performance culture! The framework assists in preparing to deliver feedback effectively. Feedback is….  Most beneficial if on-going (which ensures no surprises)  Intended to support employee performance and development  Helpful and applies to both positive and constructive situations Feedback Framework
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  9 How to Improvethe Quality of Feedback Conversations  Are in the past  Are actions you completed  Are exactly what others saw, heard, etc.  Are not assessments  Are explicit or implicit  Change over time  Build on our personal and professional histories  Are the foundation for effective feedback  Are “desired” and “undesired”  Are known or possible  Often initiate action  Affect your work and interaction with others  Are unavoidable  Are not facts  Are not observations  Often create resistance  Can produce a sense of urgency  Should be “owned” by the giver CONSEQUENCES/ OUTCOME Known or possible effects of continued behavior ASSESSMENTS Personal interpretations or evaluations of a set of observations OBSERVATIONS Neutral facts or occurrences (behaviors and outcomes) EXPECTATIONS Desired behaviors and outcomes
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  10 Positive Performance FeedbackExample “Jason, you are expected to make a 15-minute presentation to students every Friday about the services our office provides.” EXAMPLE OF COMMENTARY “I’ve noticed that you are always well prepared, and consistently arrive several minutes early to greet students and make them feel welcome.” “This is excellent and demonstrates a commitment to your job, representing our office positively, and serving our customers.” “I’d like to use this as a model for how we conduct all of our presentations.” DIMENSION Expectation Observation Assessment Consequence
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  11 Constructive Performance FeedbackExample “As a member of the Project Team, one of your expectations is to participate actively in team meetings.” EXAMPLE OF COMMENTARY “During the last half dozen meetings, you barely said anything, although you are clearly listening and taking notes during the discussions.” “This doesn’t meet the expectations for your role. You should be contributing your thoughts and providing insights into how our recommendations will affect your department.” “It is important that you be more participative. If this doesn’t improve fairly quickly, we will have to reconsider your role on the project team.” Expectation DIMENSION Observation Assessment Consequence Potential Development Plan: It is important that you take an active, meaningful role in these meetings. Let’s start with some deliberate steps you can take to become more comfortable participating in the meetings. Before each meeting, review the agenda and prepare at least three talking points that you would like to discuss. These can be questions, comments, or additional information that will be helpful to the Project Team. During the meeting, present each of these talking points and use them to generate discussion.
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  12 Guidelines for GivingFeedback Successfully  Act sooner rather than later  Check your intentions  Dialogue! Treat feedback as a shared responsibility  Confirm mutual understanding and invite new information; probe for facts  Keep your emotions in check  Respect differences
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  13  Ask forfeedback on an ongoing basis  Do not reject feedback. Assume best intentions.  Listen for understanding. Clarify what the feedback means.  Respond to feedback. Share your own views. Jointly agree on ways to improve.  Thank the person for giving the feedback. Show appreciation. Tips for Receiving Feedback Successfully
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  14  How oftendo you ask for feedback?  Do you ever get defensive?  Do you ask for more detail?  Are conversations thorough?  Do you ensure that expectations are clear?  Do you set goals for improvement?  Do you follow up to get additional feedback on progress? Receiving Feedback Checklist
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  15  Surprise –inthe extreme, Shock  Annoyance – in the extreme, Anger  Rationalization – in the extreme, Rejection  Acceptance – acceptance does not equal agreement Adapted from The Feedback Toolkit, Rick Maurer (1994) Receiving Feedback: The SARA Model
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  16  The mid-yearcheck in is important as it: – Allows supervisors to more easily monitor employee performance and progress – Gives the employee the opportunity to understand how he/she is performing and discuss expectations Next Steps: Conduct Mid-Year Check-In
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  17  Schedule anappointment with your supervisor  Discuss overall performance and review goals; if necessary, adjustments can be made to goals at this point. No formal evaluation or ratings are needed for this conversation  Document that the conversation happened and what was discussed. Adjust goals in the YOU@PSU system if necessary and then your supervisor will approve these adjustments Roles & Responsibilities for Mid-Year Check-In
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  18 Thank you forparticipating in Saxbee Consultants “We all need people who will give us feedback. That’s how we improve.” --Bill Gates If you need more information about how to effectively give and receive feedback– or have general questions about the program-- please contact your HR Representative or the YOU@PSU team. We are here to help you…. Saxbee Consultants voicemail: +91-9818308353 Saxbee Consultants email: [email protected]
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  19 My Experiences inIndian Seniors • All Promoters are the same • They never like the feedback system • There is no scope of any alternative • They do not like outside consultancy • The participated management, E-commerce and Social media are all Farce • Right or Wrong The Boss is always right • Where do we go ?
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  20 For details andbookings contact:- Parveen Kumar Chadha… THINK TANK (Founder and C.E.O of Saxbee Consultants & Other-Mother marketingandcommunicationconsultants.com) Email :[email protected] Mobile No. +91-9818308353 Address:-First Floor G-20(A), Kirti Nagar, New Delhi India Postal Code-110015