This Tip looks at the acronyms of performance feedback models MMC through SBI, including RIGHT, RISE, and SAW.
“Regular feedback is one of the hardest things to drive through an organization.” Kenneth Chenault
Feedback Models MMC Through SBI
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:
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MMC: Medals, Missions, Clear Goals
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- Medals: What the employee did well.
- Missions: What the employee needs to improve or correct.
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Clear Goals: Relate the medals and missions to clear goals that were given in advance. http://geoffpetty.com/for-teachers/feedback-and-questions/
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RIGHT: Respectful, Issue Specific, Goal Oriented, Helpful, Timely
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- 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/
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RISE: Reflect, Inquire, Suggest, Elevate
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- 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/
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SAW: Share what you see, Ask questions, Wrap up
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- 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/
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SBI: Situation, Behavior, Impact
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- 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
