“Regular feedback is one of the hardest things to drive through an organization.” Kenneth Chenault
I found 20 performance feedback models defined by acronyms. We looked at 1-5 in Tip #647 and 6-10 in Tip #648. Here are 11-15:
- MMC: Medals, Missions, Clear Goals
- Medals: What the employee did well.
- Missions: What the employee needs to improve or correct.
- Clear Goals: Relate the medals and missions to clear goals that were given in advance. http://geoffpetty.com/for-teachers/feedback-and-questions/
- RIGHT: Respectful, Issue Specific, Goal Oriented, Helpful, Timely
- Respectful: Show respect so the employee is more willing to listen.
- Issue Specific: Stay centered on the performance, not the person.
- Goal Oriented: Aim to improve performance.
- Helpful: Use a helpful tone.
- Timely: Give feedback when there is a better chance to have an impact. http://www.managersdoor.com/topic/top-5-giving-quality-feedback/
- RISE: Reflect, Inquire, Suggest, Elevate
- Reflect: Recall, ponder and communicate.
- Inquire: Seek information and/or provide ideas through questioning.
- Suggest: Introduce ideas for improvement of current situation.
- Elevate: Raise a higher degree or purpose in future iterations. http://www.risemodel.com/
- SAW: Share what you see, Ask questions, Wrap up
- Share what you see: Identify the behavior observed and explain why it matters.
- Ask questions: Create a dialogue to help both supervisor and employee clarify the situation.
- Wrap up: Agree on next steps and ask the employee to repeat back to ensure a mutual understanding. http://www.managementcenter.org/resources/you-probably-need-to-give-more-feedback-heres-how/
- SBI: Situation, Behavior, Impact
- Situation: Describe the “when” and “where” of the situation.
- Behavior: Describe the specific observed behavior.
- Impact: Use “I” statements to describe how the employee’s action has affected the supervisor or others. https://www.mindtools.com/pages/article/situation-behavior-impact-feedback.htm
May your learning be sweet.
Deborah
