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Performance FeedBack

Performance FeedBack. Performance Accountability. Three Tools. Outstanding Above average Average Below average Problem performers Recalcitrant employees. Performance Coaching. Performance Accountability. Performance Compliance. Performance Accountability. Set the Stage

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Performance FeedBack

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Presentation Transcript

  1. Performance FeedBack Performance Accountability

  2. Three Tools Outstanding Above average Average Below average Problem performers Recalcitrant employees Performance Coaching Performance Accountability Performance Compliance

  3. Performance Accountability

  4. Set the Stage State the topic, be specific Check for Understanding State the Objective Use “You” and “Differently” Check for Understanding

  5. Facts and Reasons • State the trend • Review a recent example • Check for agreement • Ask for reasons • Write them down • Echo back • Summarize • Examine each reason thoroughly • Explain why first • Then accept or reject each reason • Ask: "What are you going to do differently in the future to…?"

  6. Discussion Planning Form

  7. Types of Resistance • Unwillingness to acknowledge the topic of the discussion • Resistance to the notion of doing things differently • Trying to change the agenda of the meeting • Bringing in information about other performers • Disagreement about the facts • Hostility about being singled out • Unwillingness to identify what he or she could do differently • Failing to commit to changed behavior

  8. Overcoming Resistance Stick to the agenda Think before you answer a question Do not interrupt the employee If you ask a question and get no response, use silence, re-ask the question

  9. Doing Things Differently For the employee to successfully do things differently the supervisor occasionally must do something, also When this is the case the supervisor NEVER uses the word “we” As soon as the employee heard the word “we” the commitment to do things differently is either totally lost or drastically diminished! Instead of “we” the supervisor says, “This is what you will do differently and this is what I will do (differently)”.

  10. Get Specifics and Summarize When the employee acknowledges that he or she willdo things differently have him or her identify them Write down the things the employee will do differently, review them with the employee Gain commitment to action Structure follow-up Confirm commitment to action

  11. Performance FeedBack For more information, or to schedule a workshop, contact: Toll Free: (800) 211-0871 www.FirstStepsTraining.com

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