Where are you now?
For anyone whose life has been enriched by the invention of SatNav (shorter journeys, lower blood pressure, and better composure), you will appreciate the importance of entering your starting postal or zip code. In the context of giving your first critical feedback to an employee, take a few of those reclaimed SatNav moments to establish your starting point by answering true or false to the following questions about delivering feedback. It's important that you do this so you can establish your current level of feedback skill and assess where you need to develop the most:
Feedback is best delivered sometime after the event it concerns, allowing plenty of time for planning. (True/False)
Attitude, motivation, and commitment are key focus areas for feedback. (True/False)
Evidence, results, and customer feedback are essentials for good feedback. (True/False)
Delivering someone else's feedback message or opinion about an event you haven't witnessed is to be avoided where possible. (True/False)
Saying "Don't swear and shout in the office" is effective feedback. (True/False)
If properly constructed, feedback can be delivered publicly or in a group. (True/False)
A manager's opinion is more valuable than evidence-based feedback. (True/False)
Clearly explaining to staff what good performance looks and sounds like is key to increased performance and output. (True/False)
Referencing a specific situation is more effective than speaking generally about the previous three months. (True/False)
You must use one of the feedback models exactly as listed in this book. (True/False)
Note
Make a Note
The answers are in the Appendix, and a similar test will be repeated at the end of the book as evidence of your expanded skills base.
