feedback? The feedback I'm talking about here isn't some
sort of formalised appraisal that takes place with your team
members every month, or every six months or once a year. I'm
talking about feedback that happens continually and takes
place when you see or hear something you want to give
feedback on.
The trick is - keep it simple. If you see or hear something
you do like - you tell the team member about it. If you see
or hear something you don't like or feel could be done
better - you tell the team member about it and you coach
them.
When you're speaking with the team member it's important to
focus on one thing at a time; keep it simple, don't confuse
them with a whole list of behaviours.
If you were giving some positive feedback you don't want to
be saying - "I really like the way you deal with difficult
customers and you have a great telephone manner. You always
get your reports in on time and it's great that you're
achieving your target!" You're only diluting the whole
feedback and it loses its impact.
If it's some not so good feedback then you don't want to
confuse the team member with a whole catalogue of behaviours
that you're unhappy about. "You've been late three times
this week, your reports are always late and I don't like the
way you speak to customers on the phone."
Sadly, some managers don't give feedback on poor behaviour
immediately. They allow things to go on and on and then they
eventually explode.
It's much better to deal with behaviour as and when it
happens be it good or not so good - and keep
it simple!
Alan Fairweather - The Motivation Doctor - is an International
Speaker, Author and Business Development Expert.
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