5 ways to give feedback that elicits real change

How to use feedback to drive organizational success Rusty Lindquist Jacob Shriar VP OF HCM STRATEGY & IP DIRECTOR OF CONTENT BAMBOOHR OFFICEVIBE Feedback as key to organizational progress The most competitive economy in history –Bersin by Deloitte – Ram Charan Best-selling Author, World-renowned Business Advisor FEEDBACK SYSTEMS -Workboard Feedback and Employee Engagement Ask Simple Questions Performance Questions Now Asked By Deloitte Given what I know of this person’s performance, and if it were my money, I would award this person the highest possible compensation increase and bonus [measures overall performance and unique value to the organization on a five-point scale from “Strongly agree” to “strongly disagree”] Given what I know of this person’s performance, I would always want him or her on my team [measures ability to work well with others on the five-point scale] This person is at risk for low performance [identifies problems that might harm the customer or the team on a yes-or-no basis] This person is ready for promotion today [measures potential on a yes-or-no basis] Giving Feedback The secret to having employees listen to your feedback is whether or not they respect you Respect is earned, incredibly hard to get, and requires authenticity You could have the exact same thing said by two different people with two completely different effects Focus On The Issue, Not The Person Example of what not to do: “I really don’t like your writing style Your posts are too short and they add little value to our readers.” This isn’t constructive feedback, it’s a personal attack What you should say instead: “Based on research I’ve seen,blog posts with more than 2,500 words tend to perform better Maybe we could try to make our posts a little bit longer? You can use that extra length to go way deeper into detail, which should add more value to our readers That would be awesome!” Make Your Feedback Specific Example of what not to do: “Overall, good job on the presentation but I think it could have been better This is so vague What was wrong with it? Plus, just because you didn’t like it, does it necessarily mean it was bad? How could it have been better?” What you should say instead: “Honestly, great job on the presentation! I really liked how you used animations to make your point about our Facebook marketing One small comment, maybe for next time, would be to put a few more statistics in there Try and make it a bit more visual, I think it will have more of an effect.” Make Feedback A Positive Thing • The word “feedback” usually has a negative association • The reason for this is because most of our experience with feedback has been about criticism instead of improvement • When an employee hears their manager say “I have some feedback for you” the first thought in their mind is “Oh boy.” • As a manager, you should approach the feedback process from an angle of coaching and genuinely trying to make an employee better Don’t Do The Feedback Sandwich • It doesn't work • Usually, the negative feedback is buried and not specific • Employees only hear what they want So if you say “You’ve been doing a great job, but one thing I’d change is…”, they stop listening after “you’ve been doing a great job.” • (source - A research paper, “Tell Me What I did Wrong: Experts Seek and Respond to Negative Feedback,”) "A new market has emerged: Employee feedback apps for the corporate marketplace These tools are powerful and disruptive, and they have the potential to redefine how we manage our organizations." -Bersin, by Deloitte Fundamental Truths • Our environments are in a constant state of change • Organizations that evolve, survive • Feedback loops are the key to evolution Thank you! BambooHR officevibe Free Trial: Try BambooHR to organize, automate, and elevate in 2016 Get the free eBook: "A Manager's Guide To Giving Employee Feedback" We will contact everyone within the next few days with the download URL and to set up a trial account Questions? Rusty Lindquist Jacob Shriar WWW.BAMBOOHR.COM WWW.OFFICEVIBE.COM @rustylindquist @jacobshriar linkedin.com/in/rustylindquist linkedin.com/in/jacob-shriar-56199324 ... https://www.officevibe.com/blog/infographic-employeefeedback) According to research, employees crave feedback What they found was that by roughly a three to one margin, employees believe that constructive feedback does more to improve... positive feedback Frequent Feedback is the Key Annual performance review is way too long to wait for feedback Feedback needs to be frequent and sincere Examples Of Companies Switching From Annual To. .. performance review to give feedback You never want to have a surprise This is especially important with millennial workers, who really want feedback They want to always be learning, always be growing,