A Comprehensive Guide To Give Feedback Effectively Training Ppt

Slide 2

This slide lists the guidelines for giving feedback effectively at the workplace. These are: Create the right feedback culture, get the relational setting right, base the feedback on honesty and authenticity, keep emotions in check, link specific situations with behavior, and indulge in a conversation and avoid the monologue.

Slide 3

This slide contains information about creating the right feedback culture by being transparent about expectations and standards, giving feedback at small intervals, and the manager being open to accepting their own shortcomings.

Slide 4

This slide contains information about getting the relational setting with employees right. A positive relationship ensures the feedback is heard and accepted. Building a healthy relationship requires giving sincere praise and positive comments when necessary. This practice will ensure that employees don’t become defensive when negative feedback comes their way.

Slide 5

This slide showcases how effective feedback must be based on reality and the honesty of manager. The manager should share feedback only when they are clear about their own truthfulness. Employees can sense whether the manager is sincerely trying to help them improve or doing it just for the sake of it.

Slide 6

This slide highlights the importance of keeping emotions in check on the part of manager by taking into consideration the consequences their actions will bring. Sarcasm, attacking, venting and ranting will threaten employees’ dignity and can make them defensive. 

Slide 7

This slide highlights the need of linking specific situations with behavior  for giving good, effective employee feedback. It should be factual, objective, and not based on opinionated and personal statements.

Slide 8

This slide contains information about having a conversation and ditching the monologue to give a great feedback at the workplace. This ensures that the feedback recipient has interpreted the information correctly and is psychologically ready to change.