DELIVERING UPWARD FEEDBACK TRAINING OBJECTIVES Define upward feedback
DELIVERING UPWARD FEEDBACK
TRAINING OBJECTIVES ►Define upward feedback ►Explain the importance of upward feedback ►List the necessary conditions and steps for an upward feedback conversation with a supervisor ►Select the appropriate action in an upward feedback scenario
WHAT IS UPWARD FEEDBACK? ►Feedback from employees to their direct supervisors ►Upward feedback can be formal or informal ►Face to face
WHY UPWARD FEEDBACK? ►To enhance two-way communication ►To develop a more collaborative work environment ►To improve organizational performance and outcomes
UPWARD FEEDBACK- PLACE AND TIME ►Suggest meeting to provide feedback ►Professional atmosphere without distractions ►During work hours
SCENARIO ►Choosing meeting time and place
SCENARIO REFLECTIONS
ASSESSING THE ENVIRONMENT FOR UPWARD FEEDBACK ►Am I ready to offer constructive upward feedback? ►What can I do to help my supervisor be receptive to feedback?
SCENARIO ►Setting the environment
SCENARIO REFLECTIONS
CRAFTING UPWARD FEEDBACKFOCUS YOUR MINDSET ► Growth Mindset ► Intentions
CRAFTING UPWARD FEEDBACK ►S- share observations ►E- explore assumptions ►E- entertain other perspectives ►K- keep present and future-focused
SCENARIO ►I notice that you do ___ well. ►It seems to me, that ___ is lacking in our department. ►How do you see the lack of __ in our department? ►What about trying ___ to improve ___ our department. in
SCENARIO REFLECTIONS ►Is this feedback helpful? ►Can my supervisor control the issue?
UPWARD FEEDBACK PUTTING IT ALL TOGETHER Am I focused on a growth mindset? No Seek advice from a peer or mentor to help you focus on developing trust and a growth mindset. Yes Is my feedback constructive? No Reflect on your intentions. Focus on improving communication. Yes Did I construct my SEEK statements? No Review SEEK to ensure your feedback is focused and well received. Yes Select a time and place, and schedule a meeting with your supervisor to provide upward feedback.
UPWARD FEEDBACKPUTTING IT ALL TOGETHER ► Present positive comments before negative ► Have possible solutions in mind for issues ► Keep discussion focused on work-related issues
SCENARIO ► Find the Flaw
SCENARIO ► More nuanced situations
WRAP UP
REFERENCES Gallo, A. (2010, March 24). How to give your boss feedback. Harvard Business Review. Retrieved from https: //hbr. org/2010/03/how-togive-your-boss-feedback Impraise Blog. (n. d). Overcoming the fear of feedback [web log comment]. Retrieved from https: //blog. impraise. com/360 feedback/overcoming-the-fear-of-feedback-performance-review Latham, G. & Wexley, K. (1994). Increasing productivity through performance appraisal. Reading, MA: Addison-Wesley
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