https://docs.google.com/presentation/d/1EvXKOn41Z_XacSW8ZSGK4FchMwyknfGa3sNsjKv06zc/edit?usp=sharing
Continuous Feedback - unlock the power of the moment
Don’t save up feedback, it’s less powerful. Just speak your mind. The more often you do this, the easier it gets. This goes both ways: good and bad.
How?
Face-to-face is best (but follow up with e-mail/slack/chat for practical stuff such as targets, expectations and outcomes)
Praise in public, feedback 1 on 1
Think about:
- quality of work: you did well on X because Y
- ways of working: I observed X, how can I help?
- behaviour: be aware of how often you interrupt people during a meeting - your enthusiasm is awesome but you risk becoming frustrating to the group if you don’t allow people to finish before weighing in
HIP Approach is one method of giving feedback:
A HIP Approach to Feedback | Achieve Radical Candor
Peer feedback
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🤗 Guidelines for effective feedback in performance reviews:
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- No surprises
You should give relevant, useful feedback, both positive and constructive. However, any negative or potentially sensitive feedback you want to give should be discussed directly with the peer, or with the reviewing manager beforehand. This shouldn’t be the first time either of them gets this feedback and a performance review peer feedback form may not be the most appropriate place for it.
- Keep it constructive
Constructive feedback should encourage the continuation of the behaviours that make your teammates successful and identify the behaviours that are leading to negative outcomes.
- Remain objective
Describe behaviours in terms of their impact on the team, project or organisation.
- Be Specific
Be as specific as possible about the actions and behaviours of the person you’re reviewing. Avoid closed statements, if you find yourself unable to think of examples for your points, you might want to remove the feedback.