Performance Feedback for Win-Win Outcomes
- Beginning with a Participant Centered Approach
- Agenda and Objectives
- Methods: How We’ll Work Together
- Participant Input: Workplace Situations for Feedback Skills
- Skill: How to Give Employees Feedback the Way They Want to Receive It
- Gaining Employee Cooperation When Giving Feedback
- “Constructive Criticism” Isn’t
- The 5 Goals of Giving Performance Feedback
- Develop Feedback Model with Group and Instructor Input
- Demonstrate the Feedback Model Using Workplace Situations Submitted by Participants
- Skill Practice: Participants Practice the Skill Using Their Workplace
Situations and Receive Positive Feedback and Coaching
- Skill: Overcome Employee Resistance to Feedback Option #1
- How to Defuse Employee Defensiveness and Anger
- 3 Step Skill to Overcome Resistance, Address Employee Concerns Win-Win
- Demonstration of the 3 Step Skill Using Participant Work Situations
- Skill Practice: Participants Practice the Skill and Receive Coaching
- How to Make “Feedback Agreements” with Employees in Advance
- Develop a Working Agreement: How Feedback Will Be Given So It’s Received Cooperatively
- Skill: Overcome Employee Resistance to Feedback Option #2
- 3 Step Skill to Resolve Resistance, Address Employee Concerns Win-Win
- Demonstration of the 3 Step Skill Using Participant Workplace Situations
- Skill Practice: Participants Practice the Skill and Receive Coaching
- Skill: How to Give Positive Feedback Effectively
- Why Positive Feedback Is as Valuable as Constructive Feedback
- Demonstration and Skill Model
- What to Do When Employees Don’t Keep Performance Agreements
