Want to know what they really think?

Ever wonder if the work you do is effective? Do you question if the interactions you have with your peers and your team are having a positive or negative influence? How long since you received complete and constructive feedback from your boss, your peers and your team?

A recent survey conducted by Happening People showed that an impressive 94% of respondents had under gone a formal performance management review in the previous 12 months but 63% of respondents believed that the feedback provided to them was not objective nor effective.

The data highlights two important points.  If over 90% of respondents received a formal appraisal in the previous 12 months then it can be argued most organisations must use this method to manage performance but ultimately for many this system is not being used effectively to provide feedback.

So if you are one of the many Australian workers whose performance appraisal left you in the dark, Happening People light the way with our

TOP 5 for Asking for Feedback

  1. Know yourself
    It takes a lot of self-awareness to know your own strengths and weaknesses but it takes even more to find out what others truly think of you.  So in the interest of effective time management reflect on your own work performance, your interactions with others and identify your strengths and weaknesses.  Work on your weaknesses individually do, not try and tackle the whole list at once.
  2. Set the Expectation
    Sow the seed early and let others know you are interested in their honest feedback.  It can be hard to give and take less than positive news.  If you barrel up to a colleague after a presentation you both had with a client and say ‘Hi Tim how do you think I did in that client presentation?’ chances are you are not going to get honest feedback.  Tim will be on the back foot and is more likely to ‘spare your feelings’ than give you honest feedback.  But if you say to Tim before the presentation you are seeking some constructive feedback from him to make each presentation that bit better than the last there is more chance that Tim will be able to provide you with the feedback you seek.
  3. Ask for behaviour or performance based language.
    Performance and behaviour based language is using language that describes the specifics of the observed behaviour rather than language that makes generalisations, is vague and uses value judgements.
    An example of poor, judgement based feedback would be, ‘The client looked bored during your presentation.’
    To say this constructively using performance based language would be to say, “During the second half of your presentation you seemed to lose energy and I observed the client looked at his watch several times.  What happened for you during this time to change your energy levels?”
  4. Be Receptive
    Now is the time to be open and receptive to the feedback you have asked for.  Listen carefully and receive the information in full.  Whilst you may not hear the things you want to hear now is not the time to get defensive.  Being defensive will close you off from the opportunity to grow.  You will know you are being defensive if you, interrupt, deny, lay fault elsewhere or start projecting.  Thank the individual for providing the feedback, clarify any points from the feedback you are unsure on and find some time to be alone to review it.
  5. What now?
    You have asked for the feedback early on, you have set the expectation of how you would like to receive the feedback; you have been open to it and reviewed it. So what happens now? If you agree with the feedback then you can put some goals in place to achieve the outcomes you desire or if you don’t agree with the feedback then you can just sit with it for a while and later accept or reject it.  Either way receiving feedback is a way of growing your work performance, your effective communication skills your emotional intelligence and further developing self-awareness.

Happening People know how to help your organisation improve its Performance Management Program and deliver feedback effectively, we have been doing it brilliantly for over 16 years.

Call Happening People on 1800 68 67 69 or go to http://www.happeningpeople.com we’d be happy to discuss how we can help you and your organisation be brilliant!


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