Submitted by golliher on
in
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Do you give feedback on the phone? Do you make a call specifically to give feedback? I understand from another forum post that feedback in email or writing isn't recommended and I struggle to give feedback because there aren't enough hallway moments. As our company adopts a teleworking culture-- they will likely dwindle.
Do you call your employees into your office to give feedback when a hallway moment hasn't presented itself? Do you go to their desk and give feedback in front of their peers? Do you do it differently for positive vs. negative feedback?
What do you suggest for giving feedback when you see a situation or result that calls for feedback, but you can't give it immediately or face to face?
thanks in advance,
-Darrell
(ps. I would have written you a shorter note if I'd had the time..)
Struggling with timeliness of feedback
M&M have said that while not preferred, telephone feedback is fine.
They have also shown how you can give feedback very quickly and privately in the middle of a group.
Can you share the circumstances?
The circumstances
Thank you for the reply.
I find myself struggling with this often though this is my most recent example (from this morning):
I manage a two person team of system administrators-- Call them Joe and George. Joe works approximately 7am-4pm and George approximately 10-7. George switched the office over to a backup network connection after Joe left yesterday and didn't communicate that it had been done or document any of the details. This caused problems for Joe first thing in the morning. I'm hearing about it as I check email from home at 7am.
So.. I'm at home. Joe is at the office. George hasn't started his day and I want to give George feedback along the lines of...
(can I give you some feedback)
When you make a change that affects your team and don't communicate, it causes problems for Joe, causes Joe to be frustrated and it erodes the trust you are trying to build with him. What can you do differently?
I think I know the feedback to give-- finding the right moment is my challenge.
-Darrell
Re: The circumstances
[quote="golliher"]
So.. I'm at home. Joe is at the office. George hasn't started his day and I want to give George feedback along the lines of...
(can I give you some feedback)
When you make a change that affects your team and don't communicate, it causes problems for Joe, causes Joe to be frustrated and it erodes the trust you are trying to build with him. What can you do differently?
I think I know the feedback to give-- finding the right moment is my challenge.
[/quote]
My suggestion would be the very next time you see him.
I would delay only because I'd want a few minutes/hours to let my anger impulse bleed away. Get some coffee, drive in (I like to drive) make sure Joe has things under control, and make a cup of tea.
Then the first time I encounter George it's "Did you hear about the problems Joe had this morning?" If you get a yes, the second question is "Can I give you some feedback on that?"
Does the problem only affect Joe, or does it also affect your users? If the latter, I'd mention that in the feedback as well. (Otherwise your feedback seems reasonable -- has behavior and effect.)
Then the next three times you see George has documented something well for Joe, go find him and give him affirming feedback.
Remember, feedback is ***not*** a reprimand. It's an attempt to generate awareness of effects, and communicate that you have higher expectations. You aren't chewing George out, you're offering your observations on a need to improve.
My $0.0275 (based on yesterday's PPI numbers)
tc>
Struggling with timeliness of feedback
Wow, what Tom said. :) I especially like the 3 affirmative feedbacks afterwards.
Struggling with timeliness of feedback
Thank you both for your help. I had intended to come back and thank you sooner.
This really helped me:
[quote]Then the first time I encounter George it's "Did you hear about the problems Joe had this morning?" If you get a yes, the second question is "Can I give you some feedback on that?"[/quote]
It helped me because my inclination was to launch right into.. "can I give you some feedback" without the introductory question. That felt very awkward when I did it anytime except immediately after an observed behavior. It will be more natural to deliver with the introduction.
I'll take to heart the advice to be sure to give re-enforcing feedback three times when I see him handle this type of communication better.
Thanks again for your help.
-Darrell