Have you ever had a manager who was good at giving you feedback? Even when it came to the not so good feedback?
Unfortunately for some of us, it is the opposite. We have had a manager who isn’t the best at giving feedback, or we don’t get any at all.
Following last edition’s article on performance reviews, we had a number of managers reach out about tips and techniques for giving feedback, in general.
Giving feedback, whether positive or negative, is an inevitable part of effective management. We all have moments where we need to discuss performance issues or offer developmental insights to team members or, in some instances, residents.
No matter who you go to for advice, it will always start the same way – be prepared. But what does prepared look like when it comes to giving feedback?
The STAR Method
The STAR method provides a clear structure for delivering feedback or sharing experiences. By organising feedback or responses into these four components, you ensure that your points are well-defined and easy to understand.
Example 1: You notice a staff member helping a resident after hours
Example 2: You need to give feedback to a staff member for regularly turning up late to meetings.
This method helps you provide specific examples that demonstrate the individual’s skills, achievements, and areas for improvement. Whether you’re conducting performance evaluations, interviews, or giving feedback in various situations, the STAR method can be a valuable tool to convey information effectively.
One more tip, consider your mindset.
Quite often we go into these conversations with the mindset that we must give negative feedback – which is a difficult process. Straight away our mindset is on ‘negative’ and ‘difficult’.
Try the 5:1 method. Get yourself in the habit of regularly providing positive feedback, five times to every one piece of negative feedback you give. As a manager, this will elevate your relationship with the person you are meeting with and help to make it feel like an everyday conversation.
That positive mindset sets you up to have a constructive conversation about development rather than always focusing on the negative.
And remember, it doesn’t always need to be perfect. But giving some feedback, either positive or negative, is better than giving no feedback at all.
Good luck.