Outline various feedback techniques?

0. Feedback Techniques

   Feedback has traditionally been given in the sandwich format.

   In the sandwich, you begin by saying something positive about the persons behavior, such as, Roger, you are one of the fastest workers in here. You understand computers better than most of the people I work with.

   Then comes the description of the behavior you want to see changed. For example, I would like you to be more precise with your documentation. You come up with brilliant solutions that never get recorded and Id like you to change that.

   Back to his value to you and the company: You have knowledge that the rest of us could use, and you dont always get credit for the ideas you have. Can I count on you to do more documentation?

   We prefer a more open-ended approach. When you use this technique, there is no lead-in. You move right to telling the person what behavior has to be changed. For example: Roger, I would like you to be more precise with your documentation. You come up with brilliant solutions that never get recorded and Id like you to change that.

   Then remind him of his value to the organization: You have knowledge the rest of us could use, and you dont always get credit for the ideas you have. Can I count on you to do more documentation?

   Of course, it is critical that your feedback is always sincere, with the intent of improving behavior.

   You can also just give an individual positive feedback statement as well, such as: Roger, you are one of the fastest workers in here. You understand computers better than most of the people I work with.

Occasionally you can give the individual the constructive criticism without any positives to go with it. Example: Roger, I would like you to be more precise with your documentation. Your solutions never get recorded and Id like you to change that. Just dont use this technique very often. Here are some tips that you can use to encourage feedback:

• Reward the person who asks a question.

• Set aside time for regularly scheduled feedback sessions.

• Use silence to encourage feedback.

• Watch for non-verbal responses. Most people cannot hide or censor their non-verbal

  responses.

• Ask open-ended questions.

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