Using Feedback to Motivate pdf

Good Feedback Makes Excellence More Visible Clarity of Feedback Good intention – Level one: positive and negative feedback – Level two: Shift controlling feedback to in informative feed

Topic 10

Using Feedback to Motivate

What is a feedback?

Good Feedback Makes Excellence More Visible Clarity of Feedback

Good intention

– Level one: positive and negative feedback

– Level two: Shift controlling feedback to in

informative feedback

– Level three: Co-designing feedback system

The Need for Imagination

What is a feedback?

Feedback is the return of information about the result of employee’s activities in the

light of improving the output of the

underlying process

Good Feedback Makes

Excellence More Visible

Feedback helps improving performance

so it contributes to learning

– To fix result

– To help improving work process

– To confirm that work or result is successful

Good Feedback Makes Excellence More Visible

• Negative feedback fix results

• Negative feedback fix process that produced

results

• Positive feedback confirm successful

performance and encourage employee to

continuously to use it

• Examples:

Clarity of Feedback

Clearly link from what you do to the results you achieve

– Specific: indicating identifiable actions – Accurate: No causing confusion

– Informative: How to do things better – Controllable: Behavior employee can

charge

– Exercise 7-2

Good intention

Level one

Level two

Level three

Level one

Positive and Negative Feedback

job well done, or a contribution to the team “above and beyond the call of duty”

– Make employee interest in his job Such intrinsic

motivation brings high productivity.

Level one

• Negative Feedback

•The case of salesman (p.122)

• Ralph feel bad start

• Wrong man for job

• Discouraged and motivation is falling

• Need balance of negative and positive feedback

Level one- Sandwich Feedback

Balance of negative and positive

feedback:

– Firstly, indicate what they have done

well at work

– Next, give specific negative feedback

and what employee need to do better – Finally, give them another bit of praise

Level two- From controlling to

informative feedback

Waiting for manager’s feedback is the way of relying on manager’s

judgment

Positive feedback is blue light and negative one is red light Manager

looks like a stop light manager

(controlling).

Need to change situation by

informative feedback

Level two- From controlling

to informative feedback

Shift controlling to informative

feedback.

– Provide employee enough information to decide for themselves whether job is

done well or poorly

– When decision making shifted from

manager to employee, it stimulates

intrinsic motivation

Level two- From controlling to

informative feedback

Create a list of common errors- require employees to check it before submitting Introduce the practice of counting how many of each type of error are found

and corrected in audits

Ask employees to track the time it take them to write each report

Practice exercise 7-3 (p 126)

Level three- codesigning

feedback system

Feedback takes you out of the loop (Vòng

luân chu)

Option A: You review audit report before

sending it to customers

Option B: Employee use an audit review

checklist to go over each other’s report and make correction Manager just check them to make sure the system is working

– In option B: it is good for manager and intrinsically motivate employee because they can both

conduct and control their job independently.

Level three- codesigning

feedback system

Provide good reason for pursuing it For example, to improve student’s skill of communication,

presentation in group is required in each unit.

Think of the ways to make progress visible,

measurable

– Survey of satisfaction

– Asking

– Measure or graph

Agree one or many methods and assign responsibilities for implementing them

Check the system periodically to make sure it is on target,

working

The Need for Imagination

It is necessary to indicate employees how good service was It relates to hold time, how long it takes for the employee

transaction ,

Don’t have to be slave (phụ

thuộc) to praise

It is no need for manager frequently to

provide positive feedback

These prescription are flawed They may hurt attitudes and performance

It is better to adjust the level of challenging According to Samuel Johnson “ Praises

everybody praise nobody”

Don’t have to be slave (phụ

thuộc) to praise

If you involve into employees’ daily activities to tell them how well they are doing, it make them depend on your praise, instead of conducting their duty independently.

Further more, manager may provide inconsistent feedback because he/she can not observe exactly what employees do and it may a inappropriate

praise

Summary

Make sure feedback help employee to

improve their performance

It should pass clarity test with specific,

accurate, informative and controllable

It is clever to balance feedback with

positive and negative feedback to avoid

hurting employee due to too much negative feedback

To avoid employees to much dependent on your judgment, manager should shift controlling

position into informative providing.

To motivate employee, manager should make

them involved in designing feedback system,

create the informative feedback that monitor their own work

No need to spend all time to provide frequent

praise Instead, you should manage performance through informative feedback system.