Tip #650: Feedback Models SET-GO Through STAR

This Tip explains the acronyms for five feedback models SET-GO through STAR, including SSCC, SSD, and SMART.

“Make feedback normal. Not a performance review.” Ed Batista

Feedback Models SET-GO Through STAR

I found 20 performance feedback models defined by acronyms. We looked at 1-5 in Tip #647, 6-10 in Tip #648 and 11-15 in Tip #649. Here are 16-20:

1. SET-GO: What I Saw, What else I saw, What I think, Clarify the Goal, Get Offers of how to achieve this

• • What I Saw: Specific, descriptive observed behavior.
  • What Else: Other information about the observed behavior.
  • What I Think: Have the employee problem solve how to change the behavior.
  • Goal: Clarify the desired goal.
  • Offers: Obtain offers or suggestions on how the goal can be achieved.  https://pmc.ncbi.nlm.nih.gov/articles/PMC8908454/

2. SSCC: Start, Stop, Continue, Change

• • Start: What the employee needs to start doing.
  • Stop: What the employee needs to stop doing.
  • Continue: What the employee should continue to do.
  • Change: What changes the employee needs to make. https://rapidbi.com/cobs-or-corbs-feedback-model-for-performance-management/

3. SSD: Stop, Start, Do More Of

• • Stop: What the employee needs to stop doing.
  • Start: What the employee needs to start doing.
  • Do More Of: What the employee should do more of. http://www.managersdoor.com/topic/top-5-giving-quality-feedback/

4. SMART: Specific, Measurable, Achievable, Realistic, Timely

• • Specific: Explain the specific expectations before, during and after the task.
  • Measurable: Set measurable goals so the feedback is more fair and less subjective.
  • Achievable: Give feedback as the employee makes progress toward an achievable defined goal.
  • Realistic: Identify the steps the employee is taking or can take to achieve the realistic goal.
  • Timely: Give feedback when the goal or process is still current and relevant. https://seismic.com/blog/post/get-smart-to-provide-better-feedback/

5. STAR: Situation/Task, Action, Results

• • Situation/Task: Define the situation or task and why it needs to be addressed.
  • Action: Describe the action involved and what should have happened.
  • Results: Review the results of the action and, if it was negative, point out what would have happened if the appropriate action had been taken. http://www.brighthubpm.com/resource-management/118832-improve-your-company-effectiveness-using-the-star-model-for-feedback/

May your learning be sweet.

Deborah